Talent Acquisition Manager

The Talent Acquisition Manager, Sales is a hands-on recruitment leader responsible for leading a team of Talent Acquisition Partners primarily focused on Sales recruiting. This player/coach role requires a dynamic and strategic Talent Acquisition professional with exceptional communication skills, strong recruiting expertise, and a proven ability to lead teams, build trusted partnerships, and collaborate effectively with stakeholders across Sales, Human Resources, and the business. The ideal candidate will have a strong background in full-cycle recruiting, knowledge of Sales recruiting trends and talent markets, and a passion for exceeding client and candidate expectations. In addition to coaching and developing recruiters, this role will occasionally directly support select requisitions while driving recruiting strategies, candidate attraction, talent pipeline development, and strong partnerships with leadership. This position is remote with occasional travel. Essential Duties and Responsibilities Lead, coach, and develop a team of Talent Acquisition Partners supporting Sales recruiting, including workload prioritization, performance feedback, and accountability for results. Partner with Sales, Human Resources, and business leaders to understand workforce plans, hiring priorities, role requirements, and market trends. Develop and guide Sales recruiting strategies that support candidate attraction, talent pipeline development, inclusive sourcing, and timely fulfillment of hiring needs. Serve as a hands-on recruiter as needed by directly driving select Sales requisitions, including intake, sourcing strategy, candidate assessment, stakeholder calibration, offer support, and closeout. Drive consistent recruiting practices across the team, including effective intake meetings, proactive sourcing plans, timely communication, and a strong candidate and hiring manager experience. Monitor recruiting performance, pipeline health, workload balance, service levels, and key metrics; use data to identify risks, remove barriers, and improve team effectiveness. Provide regular updates, insights, and recommendations to leadership on hiring progress, recruiting challenges, market conditions, and opportunities to improve delivery.

The requirements listed below are representative of the qualifications necessary to perform the job. A.

Education: Bachelor’s Degree (accredited), or in lieu of a degree, High School Diploma/ GED (accredited), and 4 years of relevant work experience. 7 years of relevant work experience (in addition to education requirement). B. Knowledge, Skills or Abilities Required Comprehensive understanding of end-to-end recruiting processes, including intake, sourcing, screening, interviewing, selection, offer management, and requisition closeout. Strong knowledge of Sales recruiting strategies, talent markets, candidate profiles, and trends that influence attraction and hiring outcomes. Demonstrated ability to lead, coach, and develop recruiters while balancing team priorities, workload distribution, and accountability for results. Ability to leverage advanced sourcing strategies, recruiting tools, talent intelligence, and market mapping to engage active and passive candidates. Strong stakeholder management and communication skills, with the ability to build trusted partnerships with Sales, Human Resources, and business leaders. Ability to use recruiting metrics and KPIs, including time-to-fill, pipeline health, source effectiveness, workload balance, and service levels, to assess performance and improve delivery. Excellent organizational, prioritization, and project management skills with the ability to execute in a fast-paced, high-volume recruiting environment.

Listed below are key points regarding environmental demands and work environment of the job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential