Talent Acquisition Manager

Responsibilities

• Design, drive, and continuously improve Tenna’s recruiting strategies to align with growth objectives and workforce planning in partnership with the Director of Human Resources.
• Collaborate with leadership and Hiring Managers to anticipate talent needs and establish proactive sourcing pipelines.
• Analyze external labor market data and internal talent gaps to develop sourcing strategies by function and level.
• Conduct quarterly reviews of hiring needs and adjust the strategy to support seasonal or shifting demand.
• Partners with the Director of Human Resources to identify opportunities for internal mobility and succession-based hiring pipelines.
• Own and optimize the candidate journey from sourcing to onboarding, ensuring every touchpoint reflects Tenna’s core values positively.
• Maintain a clean, organized, and up-to-date ATS, including but not limited to candidate notes, disqualification reasons, job statuses, and tagging, to ensure accurate reporting and compliance.
• Ensure that all recruiting data is clean and auditable. Conduct periodic ATS audits and train stakeholders on best practices for data hygiene as needed.
• Develop structured interview guides, scorecards, and decision-making frameworks to reduce bias and improve consistency.
• Maintain SLAs with hiring managers, facilitate kickoff and debrief sessions, and provide training to ensure best-in-class (consistent and objective) hiring practices.
• Oversee and grow the company’s employer brand through digital campaigns, career site enhancements, and social media content in partnership with the Marketing Team.
• Identify, coordinate, and execute recruiting event attendance, including career fairs, virtual hiring days, university meetups, hackathons, and community initiatives.
• Partner with internal teams to develop branded event materials and promotional strategies.
• Build relationships with external organizations, boot camps, and diversity-focused communities to expand event reach and increase candidate flow.
• Build and maintain a database of high-potential passive candidates through research, networking, and direct sourcing efforts.
• Utilize Boolean search techniques to identify and engage passive candidates through advanced search logic.
• Leverage social media platforms (e.g., LinkedIn, X/Twitter, GitHub, Slack communities) to source talent and promote open roles.
• Engage with niche and industry-specific job boards to attract candidates with specialized skill sets.
• Promote and manage employee referral programs to drive warm leads and expand candidate reach through internal networks.
• Establish a structured CRM process to nurture and revisit top-tier past candidates and alumni for open roles.
• Proactively create and adapt candidate outreach strategies on sourcing platforms to improve engagement and pipeline performance.
• Demonstrate proficiency in sourcing tools and platforms, including LinkedIn Recruiter, Boolean search, job boards, and CRM systems.
• Recommend sourcing budget allocations and tracking the return on investment (ROI) of channels and events.
• Ensure all recruiting activities comply with relevant employment laws, including EEO, OFCCP, and GDPR/CCPA, as applicable.
• Implement equitable job descriptions, interview practices, and scorecards to support inclusive hiring.
• Monitor diversity metrics and proactively address gaps in sourcing and funnel progression to ensure effective recruitment and talent management.

Reqiurements

• 7+ years of progressive experience in Human Resources, with demonstrated expertise in full-cycle talent acquisition and recruitment operations.
• 5+ years’ experience leading talent acquisition initiatives for at least 5 years, ideally within a high-growth or fast-paced environment.
• Proven success hiring across technical, corporate, and high-volume roles, with flexibility to adapt sourcing strategies accordingly.
• Proven success in strategic sourcing, candidate evaluation, and stakeholder partnership across multiple functions and levels.
• Hands-on experience using ATS platforms such as Greenhouse, Lever, Workday, or iCIMS to manage workflows, data, and compliance.
• Demonstrated ability to analyze recruiting funnel data and use insights to recommend and implement process improvements.
• Strong experience with Microsoft Suite: Excel, Word, PPT, and Outlook.
• Demonstrated ability to build and sustain effective relationships with internal stakeholders, hiring managers, and external partners.
• Diligent, thorough, and detail-oriented.
• Proven ability to manage confidential and sensitive information.
• Deadline-driven with a strong sense of urgency and accountability to meet business hiring goals.
• Excellent written and verbal communication skills, with the ability to influence and consult across all levels of the organization.
• Experienced in handling confidential and sensitive information with discretion and integrity.
• Self-starter with a service-oriented mindset, capable of adapting to shifting priorities and taking ownership of outcomes.
• Bachelor’s Degree in a business-related major is required or equivalent.

Benefits, Perks, & Additional Information:

Full-time opportunity.
Location: Hybrid - Remote. Reports to New Hope, PA 1-2 days per week.
Travel is required, up to 10%.
Competitive compensation packages offered.
Opportunities for growth and personal development within highly dynamic team.
Robust, low-cost benefit packages offered.
Benefit coverage begins the first date of employment.
Paid Time Off and Volunteer Time Off offered.
Dependent Care offered.
401k match.
Employee referral bonuses.