{"id":3648624,"url":"https://alion.io/job/built-manager-talent-acquisition","title":"Manager, Talent Acquisition","company":{"id":9304,"name":"Built","domain":"getbuilt.com","url":"https://alion.io/company/built","size_band":"201-500","is_staffing_agency":false,"employer_type":"direct","is_intermediary":false,"listed_via":null,"ats_vendor":"Greenhouse","truth_index":null},"role":"HR","role_family":"HR","seniority":"senior","employment_type":null,"work_mode":"on_site","remote_scope":null,"remote_scope_basis":null,"remote_working_hours":null,"hiring_geo_confidence":"explicit","locations":["Nashville, United States"],"countries":["US"],"hiring_countries":[],"hiring_countries_total":0,"salary":{"min":140000,"max":175000,"currency":"USD","period":"year","gross":null,"usd_annual":175000},"salary_estimate":null,"experience_years_min":5,"visa_sponsorship":false,"relocation_package":false,"has_equity":true,"technologies":[{"name":"Claude","optional":false},{"name":"Claude Code","optional":false},{"name":"LinkedIn","optional":false},{"name":"ChatGPT","optional":true}],"status":"live","first_seen_at":"2026-11-02T21:45:18Z","employer_posted_date":"2026-11-02","last_verified_at":"2026-11-08T20:01:52Z","board_verified":true,"closed_at":null,"days_open":6,"trust":{"level":"ok","repost_count":null,"flags":[],"days_open":6},"description":"Built's Mission: Connect and simplify doing business in real estate.\nBuilt is the AI-powered platform transforming the way real estate is financed, developed, and managed. Purpose-built for real estate and construction, Built began by fixing construction draw management for lenders and has grown into a comprehensive operating system addressing some of the industry’s most complex challenges. Today, Built is a partner to more than 350 lenders, over 80,000 borrowers and owners, and thousands of contractors, powering 86,000 active projects valued at more than $300 billion. Learn more at getbuilt.com.\n__________________________\nAbout the Role\nAsManager of Talent Acquisition, you’ll lead and develop our team of TA Partners while managing a recruiting desk of your own. You’ll own hiring delivery, team operations, vendor relationships, and the candidate experience. This is a player-coach role: you’ll take on critical searches, advise leaders on hiring, and build AI-enabled tools and workflows that help a lean team work with greater speed and quality.\nOur Guiding Principles\nBe Bold. We pursue the biggest problems in our industry, challenge assumptions others take for granted, and take calculated risks to get there. Playing it safe is just failing slowly.\nHelp Customers Win. We learn our customers' businesses deeply, treat their capital like our own, and measure ourselves by customer results, not our intentions.\nMove with Urgency and Purpose. We bias toward delivery over perfection, remove friction from our own paths, and communicate in real time. Momentum compounds.\nOwn the Outcome. We own outcomes, not just tasks. We hold a high Say:Do ratio and take responsibility from idea through impact. When something breaks, we fix it.\nNever Satisfied. We raise the bar continuously. We stay curious, hold exacting standards, debate hard, and hold our opinions loosely when the evidence shifts.\nWhat You'll Do\nLead and Develop the TA Team\nManage two Senior Talent Acquisition Partners. Set clear expectations, coach on recruiting craft, provide regular feedback, and create growth paths for each team member.\nOwn recruiting delivery quality across your team: pipeline health, interview-to-offer ratios, time-to-fill, and candidate experience metrics.\nFoster a high-performance, high-accountability culture where the team ships fast, iterates openly, and holds each other to a high bar.\nRecruit Directly\nMaintain a direct recruiting desk for senior, strategic, and hard-to-fill roles. Model best practices in sourcing, assessment, and candidate management for the team.\nProvide backfill and overflow capacity when volume spikes or critical searches require additional attention. You are not above doing the work.\nOwn TA Operations and Vendor Management\nOwn the TA tech stack: Greenhouse (ATS), BrightHire (interview intelligence), LinkedIn Recruiter, and any sourcing or scheduling tools. Drive configuration, optimization, adoption, and renewal decisions.\nManage vendor relationships and contracts. Evaluate new tools, negotiate terms, and hold vendors accountable to SLAs and value delivery.\nOwn ATS hygiene, offer approval workflows, background check processes, and TA reporting. The operational backbone of recruiting runs through you.\nManage TA vendor spend (tools, job boards, agencies, recruiting events) against budget parameters set by the VP, People.\nOwn Candidate Experience (First Touchpoint through Day 1)\nOwn the full candidate journey from first outreach through offer acceptance and Day 1 start. Every touchpoint reflects Built's brand: professional, responsive, human, and fast.\nOwn the TA-to-onboarding handoff: ensure role-specific context, hiring manager expectations, and candidate background transfer cleanly to the People Operations team, who owns the experience from Day 1 forward.\nMonitor candidate experience data (survey feedback, offer acceptance rates, candidate NPS) and drive improvements.\nTA Compliance\nServe as the compliance liaison for the TA function: OFCCP, EEO, offer letter compliance, background check processes, and hiring-related regulatory requirements.\nPartner with Legal and the People Operations team on hiring compliance, employment law changes, and audit readiness.\nEnsure all recruiting practices meet federal, state, and local requirements across a multi-state hiring footprint.\nBuild with AI\nBuild with Claude Code: design, test, and deploy AI-powered recruiting tools including applicant screening prompts, sourcing automation, candidate evaluation frameworks, debrief preparation packages, feedback collection workflows, and pipeline analytics.\nReshape the TA team's workflows around AI capability. Build prompt libraries, agent patterns, and automated checks that scale team output beyond headcount. The goal: a two-person TA team performing like four.\nOwn applicant screening calibration: set and refine auto-advance, auto-reject, and human-review thresholds. Audit screening decisions for accuracy and bias.\nDrive adoption of AI sourcing tools and auto-scheduling across the team. Manual work is the exception, not the norm.\nKnow when AI gets to a defensible answer faster and when the problem requires human judgment. Set that standard for the team.\nShare effective AI use cases and best practices across the broader People team.\nWhat You'll Bring\n5-9 years of full-cycle recruiting experience with 1-3 years of direct people management in a TA function.\nStrong recruiting practitioner: experienced across a variety of role types and seniority levels in a SaaS or fintech environment.\nProven people manager: develops talent, coaches on craft, delivers clear feedback, and retains strong performers.\nHands-on experience building with AI tools (Claude, Claude Code, ChatGPT, or equivalent) in a professional context. You build solutions on top of these tools, not just use them for search. This is non-negotiable.\nData-driven approach to recruiting operations; comfortable working with TA metrics and using data to improve team and individual performance.\nExperience managing TA vendor relationships, including tool evaluation, contract negotiation, and renewal recommendations.\nExperience with Greenhouse or comparable ATS, including configuration and optimization. Familiarity with BrightHire, LinkedIn Recruiter, and AI-powered sourcing tools.\nKnowledge of hiring-related compliance: OFCCP, EEO, background check regulations, and multi-state employment law.\nStrong communicator and relationship builder; trusted by hiring managers and respected by the team.\nExperience in a high-growth SaaS or fintech company is required.\nWhat Success Looks Like at Six Months\nRecruiting delivery across your team is reliable: pipelines are healthy, time-to-fill is tracked and trending in the right direction, and hiring managers trust the process.\nYou have driven at least one meaningful improvement to TA process, tooling, or candidate experience that is already showing measurable results.\nYour hands-on recruiting work is strong enough that your team learns from it. You are modeling the standard, not just enforcing it.\nHiring managers across your team's desks describe their recruiting experience as high-quality, proactive, and well-organized.\nAt least one AI-powered tool or workflow you built is in production and demonstrably saving time or improving quality.\nThe TA-to-onboarding handoff is clean, consistent, and requires zero manual chasing from the People Ops team.\nVendor relationships (Greenhouse, BrightHire, LinkedIn) are actively managed with clear ROI tracking.\nKey Competencies \nExpertise and Business Acumen: Deep TA expertise with strong knowledge of Built's construction finance ecosystem and talent market. Reshapes team workflows around AI capability. Builds prompt libraries, agent patterns, or automated checks that scale team output beyond headcount. Connects recruiting outcomes to downstream business impact.\nScope and Autonomy: Owns multi-workstream outcomes across TA execution, operations, compliance, and AI tooling. Defines milestones and allocates resources. Translates ambiguous hiring needs into structured recruiting strategies. Manages up effectively, surfacing risks and recommendations to the VP, People with clarity.\nProblem Solving: Tackles ambiguous, organization-level talent market challenges. Knows when AI gets to a defensible answer faster and when the problem requires human judgment from the start. Designs systems and repeatable processes, not just solutions for individual requisitions.\nInfluence and Communication: Influences hiring managers and senior leaders on talent priorities, assessment rigor, and process discipline. Drives decisions through data and trusted relationships. Shapes how leaders think about talent, not just how they fill roles.\nLeadership and Talent Development: Manages Senior TA Partners with a high bar for performance, AI adoption, and professional growth. Builds the team's capability so their work improves over time, not just their throughput. Sets clear expectations, delivers direct feedback, and creates an environment where people do their best work.\nExecution and Accountability: Delivers against hiring targets, operational milestones, and AI build goals simultaneously. Manages competing priorities without dropping the standard. Operates with a bias toward shipping and iterating. Holds a high say-to-do ratio and models the execution discipline expected of the team.\nBuilt’s salary range for this position is $140,000-$175,000 USD per year. The pay range is designed to accommodate upward mobility in the role, therefore it encompasses the full span of proficiency levels for this role and we believe that the midpoint of the range is competitive in the market. Salary is just one component of Built's total compensation package for employees; your total rewards package at Built will include equity, market-current medical, dental and vision coverage, an unlimited PTO policy, and other benefits.\n__________________________\nTravel Requirement: Employees who are not based in the Nashville area are required to travel to our Nashville office at least twice per year for company gatherings, such as Connect Week. Additional travel to Nashville may be required based on your role and business needs.\nPerks:\nThe rare opportunity to radically disrupt a $1.5T industry\nCompetitive benefits including: uncapped vacation [US ONLY], medical, dental & vision insurance\nRobust compensation package, including equity in the form of stock options \nLearning Grant program to support ongoing professional development\n401k with match and expedited vesting [US ONLY]\nBuilt brings together passionate people who are driven in a variety of disciplines, each bringing their unique perspective to everything they do. We’re committed to building a safe, inclusive workplace where every employee can succeed, and we recruit, hire, and promote fairly - without bias based on race, color, religion, sex, sexual orientation, gender identity, national origin, age, marital status, veteran status, disability, genetic information, or any other characteristic protected by law.\nBuilt is committed to providing reasonable accommodations for qualified individuals with disabilities. If you need assistance or an accommodation during the application process, please share with your Talent Partner or email .\nGreenhouse Data Disclosure: When you apply to a job on this site, the personal data contained in your application will be collected by Built. Your personal data will be processed for the purposes of managing Built’s recruitment related activities, which include setting up and conducting interviews and tests for applicants, evaluating and assessing the results thereto, communicating with you regarding your application (including via text message),and as is otherwise needed in the recruitment and hiring processes. 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