Senior Manager of Recruiting

Requirements 6+ years of full-cycle recruiting experience, with at least 2 years in a team lead or management capacity Experience recruiting across multiple functions at a SaaS or technology company Proven ability to fill technical and go-to-market roles in competitive markets Strong data orientation; you use pipeline metrics to drive decisions, not intuition alone Excellent stakeholder management skills; you can push back on hiring managers while keeping relationships strong A builder mentality: you've improved processes, built programs, or scaled a function before Hands-on approach; you're comfortable leading a search yourself when the team needs it (Desirable) Experience at a high-growth startup (Series B–D) (Desirable) Familiarity with compensation benchmarking and offer strategy (Desirable) Experience implementing or optimizing an ATS (Greenhouse, Lever, Ashby, etc.) What the job involves We're looking for a Senior Manager of Recruiting to lead and grow our talent acquisition function. You'll own the end-to-end recruiting strategy for the company, manage a small team of recruiters and partner closely with hiring managers across the business to build high-performing teams. This role is equal parts hands‑on recruiter and team leader — you'll be in the weeds on key searches while also developing your team and improving how we hire.

Lead a team of 2–5 recruiters, providing coaching, feedback, and career development support Own recruiting strategy across GTM, Product, Engineering, and G&A functions in partnership with department heads Drive full‑cycle recruiting yourself for senior and critical roles; this is a hands‑on seat, not just a management role Build hiring plans with department heads to translate headcount needs into clear, executable pipelines Define and track recruiting metrics (time‑to‑fill, offer acceptance rate, pipeline health) and use data to continuously improve Develop proactive sourcing strategies that reduce reliance on inbound and expand our talent pipelines Ensure a consistent, compelling candidate experience from first touchpoint through offer Manage relationships with external recruiting partners and agencies when needed Contribute to employer brand initiatives and represent our culture authentically to candidates What Success Looks Like in the First 6 Months; Team is hitting target time‑to‑fill benchmarks across all open roles Hiring managers trust the process and see recruiting as a strategic partner Clear visibility into pipeline health and forecasted hiring capacity At least one process or program improvement is live and making a measurable difference The team feels supported, developed, and clear on what good looks like #J-18808-Ljbffr