Talent Acquisition Manager

As Govineer's Talent Acquisition Manager, you will own how we hire. You will run multiple open roles at once across Engineering, Product, Implementation, Customer Success, Sales, and G&A, and you will be the primary recruiting partner for every hiring manager in the company.

Just as important, you will build the system behind great hiring. You will set the standard for structured, behavioral interviewing, coach hiring managers on best practices, design our recruiting and onboarding workflows in our HRIS and ATS, and report on the metrics that show how we are doing. Success in this role means two things: candidates who have a great experience whether or not they join us, and hiring managers who trust the process and get the people they need.

• Manage Multiple Openings: Manage a portfolio of concurrent job openings from intake to accepted offer, including sourcing, screening, interview coordination, references, and offer negotiation.

• Hiring Manager Partnership: Own the recruiter relationship with each hiring manager. Lead intake meetings to define the role, the profile, and the interview plan; set clear expectations on timelines and responsibilities; and keep hiring managers informed at every stage.

• Sourcing & Pipeline: Proactively source talent through LinkedIn, job boards, referrals, and professional networks, and build pipelines for recurring and hard-to-fill SaaS roles.

• Offers & Market Insight: Partner with HR leadership on compensation benchmarking and offer ranges, and bring market data to hiring conversations.

• Structured, Behavioral Interviewing: Design consistent, repeatable interview processes for each role, including interview plans, competency-based scorecards, and behavioral interview questions.

• Educate Hiring Managers: Train hiring managers and interview teams on best practices, including behavioral interviewing techniques, writing useful feedback, reducing bias, running effective debriefs, and legally compliant interviewing.

• Process Adherence: Make sure every hiring team follows the process, submits timely feedback, and makes evidence-based decisions, and coach teams when they drift.

• Candidate Experience: Make sure our process reflects who we are: timely communication, clear expectations, a well-organized interview day, and a respectful close for every candidate, hired or not.

• Hiring Manager Experience: Build a process that is easy for hiring managers to follow, with clear steps, simple tools, and regular updates, so they can spend their time evaluating talent instead of chasing logistics.

• Continuous Improvement: Gather feedback from candidates and hiring managers and use it to keep improving the process.

• Offer to Day One: Manage offer letters, background checks, and new-hire paperwork, and keep new hires informed and engaged before their start date.

• Handoffs to IT & Payroll: Coordinate a clean handoff to IT for equipment and system access and to Payroll for new-hire setup, so every new hire is ready to work on day one.

• Hiring Manager Handoff: Partner with hiring managers on first-week plans and early check-ins to set new hires up for success.

• Process Design: Help design and configure processes in our HRIS and ATS that fit our hiring needs and candidate experience, including requisition approvals, interview kits and scorecards, candidate communications, offer templates, and onboarding tasks.

• Data & Documentation: Keep candidate data, interview feedback, and job descriptions accurate and well organized, and document our recruiting processes so they can scale.

• Monthly & Quarterly Reporting: Produce monthly and quarterly reports on time to fill and other key recruiting metrics, such as time to hire, pipeline by stage, source effectiveness, offer acceptance rate, and new-hire retention.

• Insights to Action: Use the data to spot bottlenecks, forecast hiring capacity, and recommend improvements to leadership.

• HR Initiatives: Support broader HR projects as needed, such as employee engagement, training, and policy updates.

• Compliance: Ensure hiring and onboarding practices comply with applicable federal and state employment laws, including EEO, pay transparency, background check, and I-9 requirements.

• Experience: 5+ years of full-cycle recruiting experience, including at least 2 years in a SaaS or technology company, hiring across functions such as engineering, product, sales, customer success, and G&A.

• Volume & Prioritization: A track record of managing multiple open requisitions at once and filling them with strong candidates on tight timelines.

• Hiring Manager Partnership: Credibility and confidence to advise and coach hiring managers, push back when needed, and hold teams to a high standard.

• Structured Interviewing: Deep experience with behavioral and structured interviewing, and experience training others to use them.

• Systems: Hands-on experience configuring workflows in an ATS (e.g., Greenhouse, Lever, Ashby, BambooHR) and working with an HRIS, plus proficiency with sourcing tools such as LinkedIn Recruiter.

• Data & Reporting: Comfort building recruiting reports and dashboards and turning metrics into clear recommendations.

• Onboarding: Experience coordinating onboarding across HR, IT, Payroll, and hiring managers.

• Communication: Exceptional written and verbal communication skills, high attention to detail, and sound judgment with confidential information.

• Bachelor's degree in Human Resources, Business Administration, or a related field.

• Experience building or rebuilding a recruiting function at a growing company.

• Experience implementing an ATS or HRIS.

• Experience hiring through acquisitions or periods of rapid growth.

• Interest in govtech or public-sector software.