Talent-Acquisition-Manager, Recruitment-Manager, Staffing-Manager Jobs

Who we are:

InteLogix is a leading provider of integrated solutions, utilizing cutting-edge technology to provide exceptional customer experiences. Our commitment to excellence and innovation has enabled us to redefine industry standards and create brighter futures for our clients and their customers. We are dedicated to making lives better through our empathetic customer engagement and advocacy for our clients' brands and reputations.

The Talent Acquisition Manager will own hiring across our US footprint and deliver high-volume recruiting for every US site and remote program. You’ll build and run the recruiting strategy, lead and develop a team of recruiters, and work closely with Operations, HR, Training, and Workforce Management so every program is fully staffed on time.

This role fits someone who does well in a fast-paced BPO environment, likes building strong teams, and can move between setting strategy and doing the hands-on work: running a hiring event, sourcing a hard-to-fill role, or digging into pipeline data to find where candidates drop off. You’ll also be the one who finds and adopts new technology, using AI and new recruiting tools to help the team hire faster and smarter. The role is remote, and you’ll travel to sites, client locations, and hiring events about 25% of the time.

Responsibilities:

Lead the US recruiting function

• Own recruiting strategy, execution, and results for all US sites and remote programs.
• Lead, coach, and develop a team of recruiters so they hit daily, weekly, and monthly hiring targets.
• Set clear performance expectations, hold regular one-on-ones, and build a culture of accountability and continuous improvement.

Deliver high-volume hiring

• Oversee the full recruiting lifecycle for high-volume agent hiring, from intake and sourcing strategy through offer acceptance and handoff to onboarding.
• Recruit for non-agent roles, including supervisors, team leads, support staff, and specialized operations positions.
• Lead hiring for new program launches, ramps, and site openings across multiple states.
• Plan and run hiring events, job fairs, and community and school partnerships across US markets, both virtual and in person.

Partner with the business

• Work with Operations, HR, Training, and Workforce Management to forecast staffing needs, plan training classes, and build hiring plans that support program launches and ramps.
• Work directly with clients as a recruiting partner. Set expectations, report on progress, and communicate clearly when things change.
• Help plan workforce needs and build talent pipelines for new programs and future expansion.

Innovate and drive results

• Create robust, multi-channel marketing campaigns to drive pipeline.
• Adopt AI technology and manage the change process internally.
• Use recruitment marketing, programmatic job advertising, and text- and chat-based recruiting to reach candidates where they are.
• Track and report recruiting KPIs such as time-to-fill, cost-per-hire, source effectiveness, show rates, offer acceptance, and early attrition. Use the results to improve how the team works.
• Strengthen employer brand visibility in competitive US labor markets.
• Make sure candidates have a consistent, positive experience and that hiring follows company standards and federal, state, and local employment regulations.
• Use the ATS fully, including workflows, reporting, and data integrity. Workday experience is strongly preferred.

Requirements:

• 3–5 years of talent acquisition experience in a high-volume recruiting setting.
• BPO or contact center recruiting experience.
• Experience leading a recruiting team.
• Experience supporting multi-site or multi-state hiring operations including remote hiring.
• Experience recruiting for new program launches or site openings.
• Hands on experience with recruitment marketing, programmatic job advertising, and text or chat-based recruiting tools.
• Comfort using AI in daily work, and a track record of finding, testing, and putting new recruiting technology into practice.
• Client-facing experience, with the ability to build strong relationships, manage expectations, and communicate well with internal and external stakeholders.
• A track record of meeting aggressive hiring goals in a fast-paced environment.
• Experience managing the full recruiting pipeline from intake to offer acceptance.
• Strong analytical skills, including working with ATS data and building recruiting reports.
• Knowledge of US labor markets, sourcing channels, and competitive hiring strategies.
• Excellent communication, coaching, and stakeholder management skills.
• Resilience and adaptability, and the ability to stay focused on solutions under pressure.
• Ability to travel up to approximately 25%.
• Hands-on Workday Recruiting experience is strongly preferred.

Compensation:

The pay range for this exempt position is $60,000–$88,000 per year. Where state law sets a higher minimum salary for exempt employees, the range begins at that minimum. Final offers depend on experience, skills, location, and other job-related factors.

Benefits:

• Medical, Dental, Vision insurance
• 401k
• Paid time off

Originally posted on Himalayas

This is a remote position.

About the Opportunity

Are you passionate about connecting great people with meaningful work? Do you excel at aligning talent strategy with organizational goals and workforce needs?

Our client is seeking a Senior Manager of Talent Acquisition to lead its recruitment function, overseeing recruiting strategy, projects, staff, and resources that support organizational growth and critical client missions.

This role manages a portfolio of technical and non-technical recruiting needs across science, healthcare, project management, technology, and business operations, ensuring consistent quality, compliance, and alignment throughout the hiring process.

Operating with significant autonomy under the long-range direction of senior leadership, you will supervise and develop recruiting staff, manage project schedules and resources, and advise hiring managers and organizational leaders on workforce planning and labor market considerations. You will also directly lead sourcing and selection activities for senior-level, specialized, difficult-to-fill, and business-critical positions.

Key Responsibilities

• Lead talent acquisition strategy and execution across multiple business areas, recruiting projects, and labor categories.

• Manage, coach, and develop recruiting staff by setting priorities, allocating resources, and driving performance, accountability, and professional growth.

• Partner with hiring managers and business leaders to define talent needs, develop candidate profiles, and implement effective sourcing and hiring strategies.

• Oversee the full recruitment lifecycle, including pipeline development, sourcing, screening, interviewing, selection, offers, and onboarding for technical and non-technical roles.

• Lead recruiting operations by managing project timelines, budgets, resources, stakeholder communications, and hiring outcomes while ensuring alignment with organizational and client priorities.

• Establish and maintain high standards for candidate assessment, hiring quality, documentation, and compliance with employment laws, government contracting requirements, and security clearance obligations.

• Analyze recruiting metrics, labor market trends, and industry benchmarks to inform workforce planning, improve hiring outcomes, and drive continuous improvement through process optimization and innovation.

• Strengthen employer branding and talent pipelines through professional networks, industry partnerships, recruitment marketing, career events, and other outreach initiatives that support organizational growth and long-term workforce needs.

Minimum Education and Experience

• Bachelor’s degree.

• Nine or more years of relevant experience; additional education may substitute for experience.

• At least six years of experience with applicant tracking systems and full recruitment lifecycle management.

• At least six years of recruiting experience in the government contracting industry, including extensive recruitment networks.

• At least four years of project management experience.

• At least two years of supervisory experience.

Required Skills and Qualifications

• Advanced experience managing multiple concurrent recruiting projects, priorities, and stakeholders while balancing timelines, resources, and business objectives.

• Advanced experience evaluating applicants through behavior-based interviewing, skills assessments, and competency-based hiring.

• Advanced experience partnering with senior leaders and hiring managers to develop recruiting strategies, advise on labor market conditions, and address complex hiring challenges.

• Advanced experience with applicant tracking systems such as Workable.

• Intermediate experience with candidate sourcing platforms such as LinkedIn Recruiter, Indeed, Glass door, and Handshake, including using social media for recruitment marketing and outreach.

• Intermediate experience with Microsoft Office productivity software and collaboration tools such as Microsoft Teams and SharePoint.

• Experience managing recruiting activities within the government contracting industry, including compliance with federal contracting requirements and security clearance processes.

• Strong attention to detail, clear communication, the ability to work independently, and a drive to learn.

• Strong skills using Microsoft tools for collaboration and productivity.

Requirements

Preferred Qualifications

• Advanced knowledge of employment laws and regulations, including EEO, ADA, FLSA, and other recruiting- and hiring-related compliance requirements.

• Professional certification in recruiting, talent acquisition, or human resources, such as CIR, CDR, SHRM-CP, PHR, SPHR, or TAS.

• Experience with compensation programs, including job benchmarking, market pricing, pay structures, compensation guidelines, and compa-ratio analysis.

• Extensive recruitment networks in the science, healthcare, and/or government contracting markets.

• Intermediate experience with AI tools, including an understanding of their limitations, risks, and lawful application to recruiting tasks.

• Residence in the DC metropolitan area with the ability to occasionally attend in-person meetings, company events, or local career fairs.

Benefits

Originally posted on Himalayas