As a Manager of Talent Acquisiton, you will drive our core product development hiring strategy by leading, coaching, and developing a high-performing team of recruiters and sourcers. Serving as the critical bridge between our broader TA vision and daily execution, you will step in as a hands-on player-coach while fiercely protecting our "Back to Basics" methodology indexing on process and data. Ultimately, you are a builder of people—dedicated to cultivating internal TA talent by equipping your team with the essential skills for stakeholder management, structured interviewing, and complex negotiations. Responsibilities Team Management & Coaching Manage a team of full-cycle recruiters and sourcers, providing regular 1:1 coaching, pipeline reviews, and performance feedback. Guide your team through complex requisition negotiations, offer approvals, and hiring manager escalations. Foster a collaborative, high-resilience team environment, ensuring workloads are balanced and recruiters are supported through challenging searches. Stakeholder Partnership & Execution Serve as the primary TA partner to Directors, Senior Directors, and Vice Presidents within the Product Development organization. Lead regular pipeline review meetings with functional leaders, ensuring alignment on candidate quality, speed, and any necessary adjustments to the search strategy. Act as a "player-coach" when necessary, carrying a highly targeted requisition load for critical-path or sensitive roles to support the team's capacity. Operational Rhythm & Pipeline Health Monitor daily and weekly funnel metrics (time-to-interview, conversion rates, aging reqs) to spot bottlenecks early and course-correct before they impact the business. Enforce standardized processes across your team, ensuring every candidate receives a consistent, high-quality experience and that hiring managers are completing scorecards in a timely manner. Collaborate with TA Director to feed on-the-ground insights into macro capacity models and quarterly business reviews. Sourcing & Best Practices Work with your team to pressure-test and refine their sourcing strategies for hard-to-fill roles, ensuring they are effectively leveraging AI tools and market mapping techniques. Drive adherence to inclusive hiring practices on the front lines, ensuring your team is actively mitigating bias in resume screening, interview panel construction, and debrief sessions. Qualifications Required Qualifications 7–10 years of full-cycle recruiting experience in high-growth, corporate environments. 1–3 years of people management or formal team lead experience, with a demonstrated ability to train, mentor, and drive performance in junior-to-mid-level recruiters. Strong tactical knowledge of technical recruiting, understanding the nuances of hiring across multiple technical teams. Proficiency in running pipeline review meetings, diagnosing funnel issues using ATS data, and holding both team members and hiring managers accountable to SLAs. Excellent conflict resolution skills, with the ability to manage up and push back constructively with Director-level stakeholders. A deep understanding of core recruiting technologies (iCIMS, Workday, etc.) and how to drive user adoption within a team. Preferred Qualifications Experience operating in a "player-coach" capacity, balancing team management with individual requisition delivery. Background in developing training materials, onboarding programs, or standard operating procedures for recruiting teams.