{"id":4281021,"url":"https://alion.io/job/ferrovial-talent-acquisition-manager","title":"Talent Acquisition Manager","company":{"id":5225,"name":"Ferrovial","domain":"ferrovial.com","url":"https://alion.io/company/ferrovial","size_band":"5000+","is_staffing_agency":false,"employer_type":"direct","is_intermediary":false,"listed_via":null,"ats_vendor":"Workday","truth_index":{"grade":"A","score":87,"open_postings":89,"ghost_share":0.011,"stale_share":0.506,"repost_share":0.011,"time_to_fill_p50_days":31,"computed_at":"2026-11-14T05:58:10Z"}},"role":"HR","role_family":"HR","seniority":"senior","employment_type":"full_time","work_mode":"on_site","remote_scope":null,"remote_scope_basis":null,"remote_working_hours":null,"hiring_geo_confidence":"structured","locations":["Austin, United States"],"countries":["US"],"hiring_countries":[],"hiring_countries_total":0,"salary":null,"salary_estimate":null,"experience_years_min":7,"visa_sponsorship":false,"relocation_package":false,"has_equity":false,"technologies":[{"name":"Copilot","optional":false},{"name":"LinkedIn","optional":true},{"name":"Microsoft Excel","optional":true},{"name":"Outlook","optional":true}],"status":"live","first_seen_at":"2026-11-13T20:31:49Z","employer_posted_date":"2026-11-13","last_verified_at":"2026-11-15T04:16:41Z","board_verified":true,"closed_at":null,"days_open":1,"trust":{"level":"ok","repost_count":null,"flags":[],"days_open":1},"description":"Join Ferrovial: Where Innovation Meets Opportunity\nAre you ready to elevate your career with a global leader in infrastructure solving complex problems and generating a positive outcome on people’s lives? At Ferrovial, we are not just a company; we are a community of innovators and trailblazers. Ferrovial is also leading the development of the New Terminal One at JFK International Airport. Ferrovial shares trade under the ticker symbol FER on two stock markets: Nasdaq in the U.S. (Nasdaq100 Index) and the Spanish Stock Exchanges (IBEX 35). Ferrovial is included in globally recognized sustainability indices such as the Dow Jones Best-in-Class Index. We operate in more than 15 countries and have a workforce of over 22,000 professionals worldwide. Ferrovial’s activity is carried out through our business units, including Highways, Airports, Construction, and Energy.\nCintra is the highways business unit of Ferrovial, one of the world’s leading infrastructure operators committed to developing sustainable solutions. Today, its portfolio includes nearly 1,200 miles of managed highways globally, representing a total global investment in roadway improvements of over $24.8 billion. \nWe provide the maximum value in each project, managing all phases of the life cycle of our state-of-the-art infrastructure assets, such as the 407 ETR in Canada, the Managed Lanes LBJ and NTE in Texas, I-77 in North Carolina, I-66 in Virginia and our projects in Europe, South America, and India.\nWhy Ferrovial?\nGlobal presence, local impact: Be part of a company that is shaping the future of infrastructure worldwide, with challenging roles and projects that make a real difference.\nCollaborative excellence: Work alongside talented professionals in a collaborative environment where your ideas and contributions are valued. \nInclusive Culture: Thrive in an innovative and respectful workplace that values every voice, celebrates what makes us unique and turns differences into innovation.\nCareer growth: Benefit from global and cross-business unit mobility, with development processes designed to ensure your professional growth.\nCompelling benefits and employee wellbeing: Enjoy a comprehensive benefits package that rewards your hard work and dedication and take advantage of initiatives designed to support your physical and psychological health.\nProductivity tools: Utilize cutting-edge tools like Microsoft Copilot to enhance your productivity and efficiency.\nJob Description:\nThe Talent Acquisition Manager is Cintra's executive-level recruiter. The Manager personally leads executive, senior leadership and business-critical searches, and advises senior leaders on talent markets, candidate quality and hiring decisions. The Manager also keeps recruiting delivery consistent across Cintra and continuously improves how Cintra recruits, simplifying steps, tightening practices and sharing better ways of working with the team and hiring managers.\nThe Manager is comfortable using and applying AI across every stage of full-cycle recruiting, from sourcing and talent mapping through assessment, offers, metrics and process improvement.\nWorking directly with senior business leaders across Cintra's concessions and corporate functions, and alongside Ferrovial Talent colleagues, the Manager turns hiring plans into proactive pipelines and strong hires. This is a hands-on recruiting role. The Manager brings the experience to see where current processes can be improved and the judgment to improve them within the tools and structures Cintra has in place.\nKey Responsabilities\nExecutive and senior-level search\nPersonally lead executive, senior leadership, highly specialized and business-critical searches from intake through offer acceptance, including market mapping, direct approach of passive candidates, structured assessment, reference checks, negotiation and close. \nRun intake with senior leaders to agree the success profile, essential capabilities, search strategy, timeline, decision makers and interview plan before a search begins. \nDrive proactive sourcing and headhunting as a core, heavy part of the role. Actively build outreach strategies to identify and engage top talent nationally, not just review inbound applicants, using AI-enabled sourcing and talent intelligence tools to widen reach, personalize outreach and speed up identification of qualified candidates. \nBuild and maintain ongoing external talent maps of the broader market, tracking competitor organizations, passive candidates and specialized talent pools on a continuing basis, including for critical roles and priority concessions. Use AI to build, refresh and analyze these maps so that Cintra has a current view of available talent before a requisition opens. \nAssess candidates beyond technical qualifications, including leadership capability, business impact, judgment in complex and matrixed environments, and fit with Cintra's culture. \nPresent candidate slates with a clear recommendation, supported by market intelligence and compensation context developed with HR. \nRecruit across job families, functions, geographies and levels, including engineering, operations, commercial, finance, legal, technology and corporate roles. \nHandle sensitive searches with discretion and protect the confidentiality of candidates, incumbents and business plans. \nWork with Ferrovial Talent colleagues on shared candidates, corporate searches and internal candidates before going to market. \nRecruiting delivery and team direction\nOversee all full-cycle hiring for Cintra globally, including recruitment strategy, pipeline creation, job advertisements, screening, interviewing and offers, with the heaviest day-to-day volume in the United States. Confirm ownership, agree priorities and timelines, review progress regularly and remove blockers. \nCoach recruiting team members on sourcing, assessment, stakeholder management, closing and the practical use of AI, drawing on personal search experience. \nAlign hiring managers and decision-makers on requirements, compensation and realistic timelines before a role opens, and challenge unrealistic expectations with market evidence. \nHold recruiters and hiring managers to consistent standards for candidate communication, interview practice and feedback turnaround. \nBrief and manage external search firms and agencies where used, and evaluate their performance and cost, within limits agreed with the VP, Talent. \nFlag risks to hiring timelines early and present options to the business before they become delays. \nEnsure recruiting practices comply with employment law, equal opportunity requirements and data privacy rules in each jurisdiction, including rules on the use of AI in hiring, working with HR and Legal. \nProcess improvement\nServe as the team's AI expert across all stages of full-cycle recruiting. Identify, test and apply AI for intake, sourcing, talent mapping, screening, assessment support, scheduling, candidate communication, offer preparation and reporting, and teach recruiters and hiring managers how to use it well. \nSet clear, practical guidelines for responsible AI use in recruiting, including human review of decisions, confidentiality, fairness and compliance controls. \nSimplify, standardize and automate recurring practices where it helps, including intake, interviewing and assessment, approvals, offer management and handoff to onboarding, using the systems Cintra already has. \nCreate practical tools that make better practice easy to follow, such as AI-assisted intake guides, structured interview kits and scorecards, slate templates, prompt libraries and short playbooks. \nRecommend and pilot new technology, automation and AI-enabled improvements where they clearly help, and measure whether they improve speed, quality or experience. \nWork with the VP, Talent and the TA team to implement changes, including training, adoption by recruiters and hiring managers, and follow-up to check that they are working. \nMetrics and business partnership\nUse AI-enabled analytics to track and report recruiting performance, including time to fill, time to offer, pipeline conversion by stage, slate quality, source effectiveness, offer acceptance, and candidate and hiring manager experience. \nTurn recruiting data into clear insights and recommendations, using AI to spot trends early and forecast hiring demand and time to fill, with concise updates to the VP, Talent and business stakeholders. \nPartner with HR business partners, Talent Management and Learning and Development on workforce planning, succession needs, talent mapping and internal mobility so that internal talent is considered before external searches. \nContribute to employer brand and early-career pipeline activity in coordination with other members of the Talent team. \nQualifications\nTo perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required to fulfill those duties. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.\nEducation & Experience:\nBachelor's degree in human resources, Business or a related field required, or equivalent professional experience. \n7 to 10+ years of experience in human resources or recruiting, with heavy technical, professional-level and executive recruiting experience required. \nDemonstrated experience recruiting for and personally managing senior, Director-level and C-level searches (for example General Counsel, CIO, COO) required, either in-house or with a retained or contingent search firm, with a record of completed senior searches. \nRecognized expertise in applying AI across all stages of full-cycle recruiting, including sourcing, talent mapping, screening and assessment support, scheduling, candidate communication, offers and reporting, with sound judgment on confidentiality, bias and compliance. \nFull-cycle recruiting experience across multiple functions, seniority levels and geographies, including direct sourcing and headhunting of passive candidates. \nTrack record of improving recruiting practices with results others can see (faster hiring, better slates, more consistent experience). \nExperience working in a complex, matrixed or multinational organization. \nExpert knowledge of applicant tracking systems and recruiting data. \nExperience in infrastructure, engineering, construction, transportation, energy or other complex industrial settings is a plus, not a requirement. \nProfessional Qualities:\nExecutive presence, sound business judgment, and the credibility to advise senior leaders and push back constructively. \nAbility to assess leaders, their impact and their fit, and to explain the assessment clearly. \nA practical, continuous-improvement mindset with a bias toward simple, repeatable solutions. \nStrong analytical skills and comfort turning data into clear recommendations. \nDiscretion and integrity in handling confidential candidate, employee and business information. \nExcellent written and verbal communication skills.\nComputer Skills:\nProficiency with Microsoft Excel, Outlook, PowerPoint, Word and Teams. \nExpert experience with an applicant tracking system and recruiting reports. Workday experience is preferred. \nExpert experience with LinkedIn Recruiter is required. \nExpert-level command of AI-enabled recruiting, sourcing and analytics tools, including the ability to evaluate new tools and teach others to use them. \nWork Environment & Physical Demands\nThe work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. 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