Sr Manager- Talent Acquisition

This role needs someone who can run a high-performing TA team while still staying close to the business by owning a slate of senior and critical mandates. You'll steer stakeholder alignment, enforce process discipline, raise the bar on candidate quality, and shape how the function shows up across markets.

• Lead, coach, and develop a TA team that delivers consistently and grows in capability
• Manage end-to-end hiring for senior and hard-to-fill roles, including market mapping, direct sourcing, and offer strategy
• Partner with global and regional leaders to understand business priorities and convert them into sharp hiring plans
• Build a culture of process adherence across the team from requisition intake to onboarding
• Strengthen data discipline and drive actions based on funnel metrics, ageing, talent pipelines, and capacity planning
• Act as the escalation point for business leaders and keep alignment steady even in ambiguous or high-pressure situations
• Improve hiring workflows, reduce cycle time, and ensure every recruiter follows TA standards
• Run weekly talent reviews with the business and ensure visibility of progress, risks, and dependencies
• Shape talent attraction initiatives with insights on competitor talent, market realities, and messaging that resonates
• Push continuous improvement across recruiting tools, systems, and stakeholder experience

• 9-11 years of strong talent acquisition experience across complex, high-growth environments
• Strong experience leading recruiters in a fast-moving, multi-market setup
• A track record of closing senior and niche roles through direct sourcing
• Confident stakeholder management at Director and VP levels
• Ability to coach, inspire, and raise performance across a team
• Strong grip on data, hiring metrics, and operational rigor
• Strong understanding of the latest hiring tools and techniques including AI-driven sourcing
• Someone who thrives in ambiguity and keeps the team focused on outcomes
• Track and analyze recruitment metrics (e.g., time-to-find, offer acceptance rates, and candidate experience scores) and identify areas for improvement in team performance and overall recruitment outcomes
• Generate data-driven reports to provide insights and recommendations for recruitment improvements
• Leverage external labor market data to optimize hiring strategies based on industry trends
• Identify bottlenecks and recruitment inefficiencies, define actionable solutions for improvement