Talent Acquisition Manager

This position is listed on behalf of a partner company, who manages all applications and next steps. Our partner is looking for a Talent Acquisition Manager based in United States.

This is a hands-on talent acquisition leadership role focused on building a scalable recruiting function within a growing, mission-driven organization.

You will own full-cycle recruiting while strengthening the systems, processes, and infrastructure that support long-term growth.

The role combines strategic talent partnership with active sourcing, candidate assessment, stakeholder management, and hiring execution.

You will work closely with leaders to understand workforce needs, shape recruiting strategies, and make informed hiring decisions.

You will also use talent-market insights and recruiting data to identify risks, improve outcomes, and optimize resources.

The environment is fast-moving and collaborative, offering significant autonomy to build practical solutions without unnecessary complexity.

This is an opportunity to directly influence organizational growth while helping create an exceptional candidate and employee experience.

Accountabilities

• Own and continuously improve the talent acquisition strategy, systems, processes, and practices needed to support organizational growth, prioritizing quality, consistency, scalability, and efficiency.
• Lead full-cycle recruiting across a diverse range of positions, adapting sourcing, assessment, and engagement strategies to the role, market conditions, and business priorities.
• Build and maintain strong talent pipelines for recurring, hard-to-fill, and strategically important positions through hands-on sourcing, candidate evaluation, relationship building, and closing.
• Partner with hiring managers and organizational leaders as a trusted talent advisor, helping define success profiles, translate business needs into recruiting strategies, and challenge assumptions when appropriate.
• Provide market insight and practical guidance on candidate profiles, assessment approaches, selection decisions, and competitive talent dynamics.
• Deliver a high-quality candidate experience that reflects organizational values while maintaining appropriate urgency and a high standard for talent.
• Strengthen hiring capabilities across the organization by providing managers with coaching, tools, clear expectations, and practical support throughout the hiring process.
• Anticipate future recruiting needs and develop the infrastructure, technology, external partnerships, sourcing resources, and processes required to support continued growth.
• Monitor recruiting demand, capacity, pipeline health, and market conditions to identify risks and constraints early.
• Analyze recruiting data and trends to determine what is working, diagnose challenges, and recommend changes that improve hiring quality and efficiency.
• Evaluate when internal recruiting resources, agencies, sourcing partners, or other flexible capacity can provide the greatest value.
• Contribute to building a talent acquisition function that is structured, adaptable, data-informed, and capable of evolving alongside the organization.

Requirements

• 6+ years of progressive talent acquisition experience, with strong full-cycle recruiting expertise spanning sourcing, assessment, hiring-manager partnership, candidate engagement, and closing.
• Demonstrated experience building, improving, or scaling talent acquisition practices within a growing organization rather than operating exclusively within mature recruiting systems.
• Strong business judgment and the ability to translate organizational and hiring needs into thoughtful, effective recruiting strategies.
• Builder mindset with a proven ability to identify ineffective processes, develop practical solutions, and introduce the right level of structure without unnecessary complexity.
• Comfortable working in a fast-changing environment with shifting priorities while maintaining ownership, follow-through, quality, and urgency.
• Excellent communication and relationship-building skills, with the ability to establish trust with both candidates and senior leaders while communicating clearly, candidly, and constructively.
• Ability to use recruiting data, talent-market information, pipelines, technology, and external resources to improve hiring outcomes and operational effectiveness.
• Experience recruiting within a multi-site, geographically distributed, operationally complex, or rapidly scaling organization is preferred.
• Experience supporting significant organizational growth or a major talent acquisition transformation is preferred.
• Background in clinical research, healthcare, life sciences, biotechnology, or another regulated industry is a plus.
• Comfortable working remotely, managing prolonged periods at a computer, participating in virtual meetings, and maintaining a professional and productive remote setup with reliable connectivity.
• Ability to communicate clearly in written and verbal formats and interpret detailed information; limited travel to company sites, meetings, or partner locations may occasionally be required.

Benefits

• Competitive compensation and comprehensive employee benefits.
• Medical and health insurance coverage.
• Paid time off (PTO).
• Retirement plan.
• Professional development, training, certification support, and continuing education opportunities.
• Opportunities for leadership development, advancement, and increased responsibility.
• Flexible remote or hybrid work environment with a high degree of autonomy.
• Collaborative culture with exposure to cross-functional teams and organizational leadership.
• Meaningful work supporting medical research and expanding therapeutic options for patients.
• Broad organizational exposure across clinical, finance, operations, and other functions.