Talent Acquisition Manager

About the Role

We are seeking a highly organized and proactive

Talent Acquisition Manager

to support our hiring efforts during a period of growth. Reporting to the Head of People \& Culture, this role will own the operational execution of recruiting ensuring hiring processes run smoothly, efficiently, and consistently across the organization.

We’re in hypergrowth and hiring is at the center of everything we’re building. We’re looking for a Talent Acquisition Manager to own the full recruiting lifecycle: from sourcing and pipeline-building to process design and offer close. You’ll be the connective tissue between candidates, hiring managers, and leadership, bringing both strategic thinking and operational excellence to a fast-moving environment.

This role is ideal for someone who thrives in fast-paced environments, enjoys building structure and clarity, and takes pride in creating a seamless experience for both candidates and hiring teams. You will partner closely with functional leaders to help orchestrate hiring from role creation through offer stage while maintaining strong operational rigor behind the scenes.

You’ll be the first dedicated Talent Acquisition hire, which means real ownership, real impact, and a direct line to leadership. You’re not executing someone else’s process; you’re building it. As the company scales, this role and your scope grow with it.

Responsibilities

Full-Cycle Recruiting

• Manage 10–20 open requisitions simultaneously across functions (marketing, product, design, operations, and more)
• Own sourcing strategy — proactively build pipelines through LinkedIn Recruiter, outbound outreach, and referral programs
• Partner with Heads of Departments to deeply understand role needs and calibrate on ideal candidate profiles
• Drive candidates from first contact through offer, ensuring a consistently strong experience at every stage

Talent Operations \& Recruiting Systems

• Own Greenhouse (ATS) end-to-end: requisition setup, pipeline management, data accuracy, and reporting
• Manage and maintain job descriptions in partnership with hiring managers and the Head of People \& Culture
• Create and publish open roles across LinkedIn and other relevant platforms
• Maintain recruiting templates, workflows, and documentation that scale with the business

Hiring Process \& Stakeholder Management

• Design and orchestrate structured interview processes for each role
• Coordinate interview scheduling and ensure timely, high-quality feedback collection from interviewers
• Keep hiring timelines on track and stakeholders aligned at every stage
• Serve as a trusted advisor to hiring managers — coaching them on best practices and ensuring a consistently high bar

Process Improvement \& Reporting

• Build scalable recruiting infrastructure as we grow — intake frameworks, scorecards, offer templates, and more
• Maintain hiring dashboards and deliver regular status updates to leadership
• Identify bottlenecks and continuously improve time-to-fill, conversion rates, and candidate experience

Qualifications

Required

• 4–7 years of full-cycle recruiting experience, ideally in a high-growth startup or scale-up environment
• Hands-on sourcing experience — you proactively build pipelines, not just manage inbound applicants
• Greenhouse (ATS) proficiency; you own the system, not just use it
• Experience managing 10\+ concurrent requisitions across multiple functions
• Strong stakeholder management — you know how to partner with, influence, and push back on hiring managers
• Highly organized with sharp attention to detail and strong follow-through
• Excellent written and verbal communication skills
• Comfortable thriving in fast-paced, ambiguous environments

Nice to Have

• Experience owning or building out a TA function from scratch
• Background in People Operations or HR — comfort blending TA with broader people work
• Familiarity with recruiting analytics and building hiring reports for leadership
• Experience hiring across cross-functional teams: marketing, design, product, operations
• Interest in growing into a people manager as the team scales

Compensation \& Perks

• 21 days paid vacation \+ federal holidays (except parts of Thanksgiving 🙂)
• Full health benefits
• 16 weeks paid birth parent leave / 8 weeks non-birth parent leave
• 55% off Lola Blankets for friends and family
• Opportunities for career growth and expanded creative leadership