Talent-Acquisition-Manager, Recruiter, Technical-Recruiter Jobs

This is a remote position.

• Work closely with senior leadership (internal stakeholders) and Head of HR to develop strategic approach for the talent acquisition function.
  ·Address key recruitment challenges with short- and long-term staffing strategies
  ·Oversee and manage the complete end-to-end recruitment cycle by closing critical roles and proactively build capacity
  ·Implement best practices and innovative/cost effective approach to attract and source top level talent. Ensure that dependency on external recruiters is minimal and make use of other effective recruitment tools
  ·Implement processes to provide industry-leading candidates
  ·Deliver headcount goals globally and gather market intelligence on talent, competitor landscape and hiring trends
  ·Ensuring that a strong and relevant pipeline is maintained for a reasonable amount of time
  ·Leverage data and analytics to make decisions and influence senior business leaders

Candidate should have :

• About 8 years of Talent Acquisition experience (out of this about 5 years must be from Investment Banking)
• Experience in scaling teams in a multilocational environment
• Demonstrated track record of experience working with leadership teams on capacity planning, strategy, delivery and data driven decision making
• Should have experience in Global Recruiting (APAC/Europe/Australia/US)
• Must have hands on experience of recruiting through various avenues such as Linked in, Job Portals, Job Boards, Employee Reference, etc.
• Good negotiation skills
• Excellent written and verbal communication
• Hands on MS office skills
• Ready to work UK timings

Remote working, can be based anywhere in India

Reports to Head of HR

Originally posted on Himalayas

About the Role

As a Talent Acquisition Manager, you’ll own full-cycle recruiting while serving as a trusted talent partner to hiring managers across the organization. You’ll develop recruiting and sourcing strategies, build relationships with prospective talent, and lead searches from kickoff through hire.

This role is for someone who enjoys recruiting, sourcing, relationship building, and problem solving. You won’t simply execute a hiring process. You’ll be expected to ask thoughtful questions, bring a point of view, challenge assumptions when appropriate, recognize when a strategy isn’t working, and recommend a better path forward.

You’ll also think beyond today's open roles. You’ll proactively identify and engage talent in the markets and industries important to Scorpion, including leveraging company-attended partnership and industry events to create new opportunities for relationship building and talent engagement.

You’ll have the opportunity to help shape how we recruit at Scorpion by continuously improving our sourcing strategies, processes, technology, candidate experience, and approach to building strong and diverse talent pipelines, all while maintaining fair and consistent hiring practices.

What Your Success Will Look Like

Approximately 75% of your focus will be managing full cycle recruiting for your assigned roles, with the remaining 25% focused on proactive talent sourcing and relationship building through industry and partnership event.

Full Cycle Recruiting

• Own the full cycle recruiting process from sourcing and candidate assessment through offer and hire.
• Partner with hiring managers to understand their talent needs, define candidate profiles, and develop effective sourcing and interview strategies.
• Manage each search with clear goals and timelines, proactively identifying challenges and keeping hiring partners informed on progress and next steps.
• Build and maintain strong candidate pipelines, using recruiting data, candidate feedback, and market insights to evaluate progress and recommend adjustments when needed.
• Build trusted partnerships through clear communication, consistent feedback, and the confidence to provide recommendations or respectfully challenge assumptions when needed.
• Deliver a thoughtful and consistent candidate experience, providing candidates with a clear and authentic understanding of the role, our culture, and what to expect throughout the hiring process.
• Identify opportunities to continuously improve our sourcing strategies, technology, processes, and interview practices.
• Maintain accurate recruiting documentation in Greenhouse and ensure hiring practices are consistent, fair, and aligned with company policies and applicable employment requirements.

Industry Event Talent Sourcing & Engagement

• Partner with internal teams to incorporate talent sourcing into industry and partnership events where Scorpion already has a presence, particularly across our Home Services, Legal, and Franchise verticals.
• Research relevant events and attendees in advance to identify experienced professionals who align with current or future talent needs, developing targeted prospect lists and outreach strategies before each event.
• Build relationships with prospective talent through in person conversations at events and thoughtful follow up afterward, creating pipelines of experienced industry professionals for current and future opportunities.
• Track prospects, engagement, and outcomes from event based sourcing efforts to understand their contribution to our talent pipelines and continuously improve our approach.

Who You Are And What You Bring

• Education
  • Bachelor's degree in Marketing, Advertising, Business, Communications, or a related field—or equivalent practical experience.

• Experience
  • 5+ years of full-cycle recruiting or talent acquisition experience, with experience independently managing searches from kickoff through offer and hire.
  • Strong experience proactively sourcing and engaging passive talent, building pipelines, and developing sourcing strategies beyond inbound applicants.
  • Experience partnering directly with hiring managers to understand talent needs, define candidate profiles, and develop effective recruiting strategies.
  • Demonstrated ability to use recruiting data, candidate feedback, and talent market insights to evaluate search progress, identify challenges, and recommend adjustments.
  • Experience working within structured hiring practices and a solid understanding of recruiting best practices, employment requirements, and fair and consistent hiring processes.
  • Experience using applicant tracking systems and recruiting technology; Greenhouse experience is a plus.
  • Experience with event-based recruiting, talent communities, professional associations, or other relationship-driven sourcing strategies is a plus.

• Skills
  • Strong sourcing and research skills, with the ability to identify talent within specific industries, markets, and professional communities.
  • Excellent communication and relationship-building skills, with the ability to establish credibility and build trusted partnerships with hiring managers and candidates.
  • Comfortable bringing a point of view, asking thoughtful questions, and respectfully challenging assumptions when market conditions, data, or candidate feedback suggest a different approach.
  • Strong organizational and project-management skills, with the ability to manage multiple searches, priorities, stakeholders, and timelines simultaneously.
  • Clear and compelling communicator who can authentically represent Scorpion, our opportunities, and our culture to prospective talent.
  • Curious, resourceful, and comfortable learning new industries, talent markets, recruiting technologies, and sourcing approaches.

Our Scorpion Values

• Winning Mindset: When our clients win, we win.
• Genuine Care: We only succeed when we are truly invested in our clients and each other.
• Unmatched Results: We deliver more than expected–and then some–driving the best results and impacting lives.
• Constant Improvement: We believe there is always a better way. We learn we ask “What if?” we build and then do it again.
• Unbeatable Teamwork: We come from different backgrounds but have the same vision. We only get there by doing it together, as a team.

Compensation

We acknowledge that states have passed legislation promoting pay transparency. As a national employer, Scorpion has made the decision to post our expected pay rate or pay range (as applicable) in all our job postings, regardless of geographic location.

• The base salary is $80,000 (entry-level) - $95,000 (highly experienced). This position's base salary + target annual variable is $100,000 (entry-level) - $115,000 (highly experienced), exclusive of fringe benefits. If you are hired at Scorpion, your final base salary compensation will be determined based on factors such as geographic location, skills, education, and/or experience. Additionally, we believe in the importance of pay equity and consider the internal equity of our current team members as a part of any final offer. Please keep in mind that the range mentioned above is the total salary + target annual variable range for the role. Hiring at the maximum of the range would not be typical in order to allow for future & continued salary growth.

Originally posted on Himalayas

The Talent Acquisition Manager is responsible for building and scaling a high-quality hiring engine for a distributed U.S. workforce. This role goes beyond filling roles — it owns hiring strategy, recruiter performance, candidate experience, and workforce planning in partnership with business leaders.

What This Role Owns

Hiring Strategy & Workforce Planning

• Translate business growth plans into practical hiring strategies

• Forecast talent needs and define hiring priorities by function

• Design scalable hiring processes that support speed and quality

Recruitment Execution & Delivery

• Own end-to-end hiring outcomes across multiple roles and teams

• Ensure consistent, fair, and structured interview processes

• Personally step in to close high-impact or hard-to-fill roles

Stakeholder Partnership

• Act as a trusted hiring advisor to leaders and executives

• Set clear expectations on timelines, role requirements, and market realities

• Push back when roles, processes, or expectations create hiring risk

Team Leadership (if applicable)

• Lead, coach, and develop recruiters or sourcers

• Set performance standards and track recruiting KPIs

• Create accountability for quality, speed, and candidate experience

Candidate Experience & Employer Brand

• Own candidate experience from first touch to offer acceptance

• Ensure communication is timely, transparent, and respectful

• Strengthen employer branding through messaging, process, and feedback

Data, Tools & Continuous Improvement

• Track and analyze recruiting metrics (time-to-fill, quality of hire, funnel health)

• Optimize ATS usage, sourcing channels, and interview workflows

• Use data to identify bottlenecks and improve hiring outcomes

What Success Looks Like

• Critical roles are filled on time with high-quality talent

• Hiring managers trust and rely on TA partnership

• Candidates describe the hiring experience as professional and human

• Recruiting processes scale without sacrificing quality

• The company is competitive in the U.S. talent market

Required Experience

• 6+ years in talent acquisition or recruiting

• 2+ years leading or owning hiring programs or teams

• Proven experience hiring for U.S.-based roles

• Strong understanding of U.S. hiring practices and compliance

Core Skills

• Strategic thinking with hands-on execution

• Stakeholder management and influence

• Data-driven decision making

• Clear communication and negotiation

• Ability to operate in fast-changing environments

Nice to Have

• Experience in remote-first or high-growth organizations

• Exposure to technical, corporate, or niche hiring

• Employer branding or recruitment marketing experience

Originally posted on Himalayas