Torchora
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Key Responsibilities and Required Skills for Talent Acquisition Manager

💰 $95,000 - $145,000

Human ResourcesTalent AcquisitionRecruitingManagement

🎯 Role Definition

As a Talent Acquisition Manager, you are the architect of our company's greatest asset: our people. You will be a strategic partner to senior leadership, responsible for designing and executing innovative recruitment strategies that attract, engage, and hire top-tier talent. This role is pivotal in shaping our workforce, championing our employer brand, and fostering an inclusive and exceptional candidate experience. You'll lead a dynamic team of recruiters, empowering them with the tools, data, and mentorship needed to meet our ambitious growth objectives. If you are passionate about building high-performing teams and driving business success through strategic talent acquisition, this is your opportunity to make a significant impact.

📈 Career Progression

Typical Career Path

Entry Point From:

  • Senior Recruiter / Lead Recruiter
  • Talent Acquisition Business Partner
  • HR Generalist with a strong recruiting focus

Advancement To:

  • Director of Talent Acquisition
  • Head of People / People & Culture
  • Vice President (VP) of Human Resources

Lateral Moves:

  • HR Business Partner (HRBP)
  • People & Culture Manager
  • Organizational Development Manager

Core Responsibilities

Primary Functions

  • Develop, implement, and refine a comprehensive, full-cycle talent acquisition strategy to support organizational goals and forecasted hiring needs.
  • Lead, mentor, and develop a high-performing team of recruiters, fostering a collaborative environment and providing ongoing coaching and performance management.
  • Partner with executive leadership and hiring managers to understand their talent needs, acting as a trusted advisor on recruitment strategies, market trends, and sourcing channels.
  • Drive the evolution of our employer brand by crafting compelling messaging and leveraging social media, career sites, and professional networks to attract diverse and passive candidates.
  • Own and manage the entire recruitment lifecycle, from strategic sourcing and initial screening to offer negotiation and closing, ensuring a seamless and positive candidate journey.
  • Establish and meticulously track key recruitment metrics (e.g., time-to-fill, cost-per-hire, source-of-hire, quality-of-hire) to measure team performance and drive data-informed process improvements.
  • Manage the recruitment budget, including vendor selection and contract negotiation with external agencies, job boards, and technology partners.
  • Champion Diversity, Equity, and Inclusion (DEI) initiatives within the recruitment process, implementing strategies to attract a diverse candidate pool and mitigate unconscious bias.
  • Conduct workforce planning and forecasting in collaboration with finance and department heads to anticipate future talent needs and build proactive pipelines.
  • Oversee the optimization and administration of our Applicant Tracking System (ATS), ensuring data integrity, efficient workflows, and compliance.
  • Personally manage and execute searches for senior-level leadership and other critical, hard-to-fill positions across the organization.
  • Design and implement innovative sourcing strategies that go beyond traditional job boards to identify and engage top talent, including leveraging Boolean search, LinkedIn Recruiter, and industry events.
  • Create and maintain a best-in-class candidate experience, gathering feedback and making continuous improvements to ensure every applicant feels valued and respected.
  • Ensure all recruitment activities are in full compliance with federal, state, and local employment laws and regulations.
  • Develop and manage university relations and campus recruiting programs to build a pipeline of early-career talent.
  • Train hiring managers and interview panels on effective and equitable interviewing techniques, selection processes, and best practices.
  • Stay abreast of emerging recruitment technologies, trends, and best practices, making recommendations to enhance the efficiency and effectiveness of the TA function.
  • Lead the negotiation of complex compensation packages and employment offers, ensuring competitiveness and internal equity.
  • Build strong, consultative relationships with business stakeholders to gain a deep understanding of team dynamics and performance expectations.
  • Analyze recruiting data to generate insights and present regular, detailed reports on hiring progress and challenges to the executive team.

Secondary Functions

  • Collaborate with the HR team on cross-functional projects, such as developing new employee onboarding programs or refining performance management systems.
  • Support ad-hoc data requests and exploratory data analysis to inform talent strategy.
  • Contribute to the organization's broader people strategy and HR roadmap.
  • Participate in company-wide initiatives and committees to serve as a voice for the talent acquisition function.

Required Skills & Competencies

Hard Skills (Technical)

  • Advanced ATS Proficiency: Deep experience managing and optimizing Applicant Tracking Systems (e.g., Greenhouse, Lever, Workday Recruiting, iCIMS).
  • Recruitment Analytics: Proven ability to track, analyze, and report on key performance indicators (KPIs) and recruitment metrics to drive strategic decisions.
  • Expert Sourcing Techniques: Mastery of advanced sourcing tools and methods, including LinkedIn Recruiter, Boolean search strings, and niche talent communities.
  • Budget & Vendor Management: Experience creating and managing recruitment budgets, negotiating contracts, and measuring ROI on recruitment tools and agencies.
  • HRIS Knowledge: Familiarity with Human Resources Information Systems (HRIS) and their integration with recruitment platforms.
  • Employment Law & Compliance: Strong understanding of EEO, OFCCP, and other relevant employment laws and regulations.

Soft Skills

  • Strategic Leadership: Ability to lead, inspire, and develop a team of recruiting professionals while aligning talent strategy with business objectives.
  • Stakeholder Management: Exceptional skill in building trust and credibility with senior leaders, hiring managers, and cross-functional partners.
  • Influence & Negotiation: Superb communication, persuasion, and negotiation skills, particularly when managing complex offer scenarios and advising leadership.
  • Business Acumen: A deep understanding of the business and how talent acquisition directly impacts revenue, culture, and long-term success.
  • Problem-Solving & Agility: Adept at navigating ambiguity, solving complex hiring challenges, and adapting strategies in a fast-paced environment.
  • Exceptional Communication: Articulate and professional communication style, capable of crafting compelling narratives for both candidates and internal stakeholders.

Education & Experience

Educational Background

Minimum Education:

  • Bachelor's degree in a relevant field or equivalent professional experience in talent acquisition.

Preferred Education:

  • Bachelor's or Master's degree in a relevant field.
  • HR or recruitment-related certifications (e.g., SHRM-CP/SCP, CIR, CDR).

Relevant Fields of Study:

  • Human Resources Management
  • Business Administration
  • Psychology or Sociology
  • Communications

Experience Requirements

Typical Experience Range:

  • 7+ years of progressive experience in full-cycle recruiting and talent acquisition.

Preferred:

  • A minimum of 3 years of direct people management experience, leading and mentoring a team of recruiters.
  • Experience in a high-growth or fast-paced corporate environment.
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