Talent Acquisition Manager

The Talent Acquisition Manager leads our recruiting team to attract and hire top talent for our organization. This position is responsible for the end-to-end recruitment cycle, which includes workforce planning, developing job profiles, implementing recruitment strategies, overseeing the ATS, sourcing candidates through digital platforms, coordinating the interview process, and assisting with new employee onboarding. Leads and develops the recruiting team to attract and hire top talent while continuously optimizing the recruitment process .Applicants must have prior HR experience. This role works closely with the VP of Human Resources and senior leadership to understand business needs and develop tailored strategies for talent acquisition while ensuring the company maintains compliance with industry-specific regulations.

Duties/Responsibilities:

• Develop and implement recruitment strategies specifically tailored to attract top talent in our industry
• Collaborate with senior leadership to understand talent needs and align recruitment efforts with business goals, including staffing for upcoming projects or regional demands.
• Build and maintain a pipeline of qualified candidates for key positions
• Use a range of sourcing methods, including job boards, industry networks, social media, and staffing agencies, to attract top talent.
• Participate in career fairs, industry events, and develop partnerships with universities and trade schools to enhance talent attraction.
• Oversee the full recruitment process, from drafting job descriptions and posting openings to conducting interviews and extending offers.
• Screen and interview candidates to assess qualifications, skills, and cultural fit, with a focus on industry-specific knowledge.
• Manage candidate pipelines and ensure effective and timely communication throughout the recruitment process.
• Drive recruitment marketing initiatives that position the company as an employer of choice.
• Champion the company’s employer brand, ensuring candidates experience a consistent, engaging, and professional process. Build relationships with industry associations and educational institutions to strengthen the company’s reputation as an employer of choice.
• Work closely with department heads and hiring managers to align on specific hiring needs, role requirements, and team dynamics.
• Provide guidance on interview techniques, candidate evaluation, and ensure alignment with company hiring practices and compliance standards.
• Provide regular updates to leadership on recruitment progress and candidate pipelines.
• Oversee the offer process, including salary negotiations and ensuring competitive offers.
• Coordinate the onboarding process, ensuring a smooth and positive experience for new hires, with attention to compliance and documentation.
• Establish clear team goals and performance metrics (e.g., time-to-fill, cost-per-hire, candidate quality, hiring manager satisfaction).
• Monitor team performance against KPIs and hold recruiters accountable for delivering results.
• Provide coaching and professional development to ensure team members grow in capability and effectiveness.
• Work with HR to ensure that retention strategies align with recruitment efforts.
• Monitor turnover trends and employee satisfaction, adjusting recruitment strategies to focus on long-term retention.
• Ensure recruitment processes comply with local, state, and federal labor laws, including EEO and affirmative action regulations.
• Stay up-to-date on industry-specific safety and certification regulations to ensure candidates meet required standards.

Required Skills & Abilities:

• Proven experience in recruitment, with a strong understanding of financial services, legal support, and debt resolution roles.
• Expertise in managing end-to-end recruitment processes.
• Proficiency with Applicant Tracking Systems (ATS).
• Excellent communication and negotiation skills, with the ability to engage and influence candidates and internal stakeholders.
• Data-driven approach to decision-making and recruitment strategy optimization.
• Experience in building and maintaining talent pipelines, using a variety of sourcing channels.
• Proven human resources experience.
• Strong organizational and multitasking skills with attention to detail.
• Ability to work independently in a fast-paced environment while maintaining a strategic focus.

Education & Experience:

• Bachelor’s Degree required in one of the following fields: Human Resources, Business Administration, Psychology, Communications, or Organizational Development
• Master’s Degree (preferred):
• MBA with HR concentration
• Master’s in Human Resource Management or Industrial/Organizational Psychology
• Certifications (preferred):
• PHR/SPHR (Professional in Human Resources / Senior Professional in Human Resources)
• SHRM-CP/SHRM-SCP (Society for Human Resource Management Certified Professional/Senior Certified Professional)
• LinkedIn Certified Professional–Recruiter
• Talent Acquisition Strategist (TAS)
• 5–7 years of experience in recruiting or talent acquisition
• 3–5 years in a supervisory or managerial role
• Proven experience with:
• Full-cycle recruiting (sourcing to onboarding)
• Applicant Tracking Systems (ATS)
• Employer branding and recruitment marketing
• Diversity, equity, and inclusion (DEI) hiring strategies
• Data-driven recruiting and reporting metrics (e.g., time-to-fill, cost-per-hire)
• High-volume or specialized recruiting

Work Environment:

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Physical Demands:

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

An Equal Opportunity Employer

We do not discriminate based on race, color, religion, national origin, sex, age, disability, genetic information, or any other status protected by law or regulation. It is our intention that all qualified applicants are given equal opportunity and that selection decisions be based on job-related factors.