Sr. Manager, Talent Acquisition

United States·DallasFull-timesenior

Talent AcquisitionHuman Resources

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Quick Summary

Overview

Match Group is the world's leading provider of dating products. Our portfolio - Tinder, Hinge, Match, PlentyOfFish, OkCupid, and more - is built on one belief: that everyone deserves to find connection. That same belief drives how we build our teams.

Technical Tools

stakeholder-management

We're looking for a Senior Manager, Talent Acquisition to lead and scale our Dallas-based recruiting team, supporting hiring across Match Group and our Evergreen and Emerging brands. This is a high-visibility, high-impact role for a recruiter-turned-leader who is equally comfortable advising in the boardroom and rolling up their sleeves alongside their team. You'll own hiring strategy, develop a team of recruiters, and bring structure and rigor to how we attract talent across corporate, product, and engineering functions.

When it comes to dating, the connection starts online, but the real magic happens once you meet in real life. We think the same is true for creating the best platforms, so we work together IRL in our Dallas office three days a week.

Team Leadership & Development

Lead, mentor, and develop a team of recruiters supporting hiring across multiple functions and levels.

Guide recruiters on stakeholder partnership, hiring strategy, and delivering a candidate experience that reflects the company's values.

Set the standard for Talent Acquisition as a strategic business function — establishing growth frameworks and positioning the team as trusted advisors to senior leadership.

Cross-Functional Recruiting Management

Lead hiring teams across corporate, product, engineering, and business functions while helping recruiters broaden their expertise across disciplines and hiring domains.

Align diverse stakeholders around a shared hiring vision in complex, matrixed environments.

Partner with hiring managers to define ideal candidate profiles and translate them into targeted, effective search strategies.

Hiring Strategy & Prioritization

Act as a strategic talent advisor to senior leaders, bringing a clear point of view on sequencing, tradeoffs, and how to move fast without sacrificing quality.

Own how the team allocates resources across a dynamic and often competing set of hiring demands — balancing urgency, business impact, and recruiter capacity

Partner with Leadership, HRBPs, and Finance on headcount planning and translate those plans into executable recruiting strategy

Data, Metrics & Operational Excellence

Track and report on a comprehensive metrics suite — time-to-hire, offer acceptance rate, funnel conversion, and source effectiveness

Use data to identify bottlenecks, improve team performance, and surface insights (not just reports) to leadership
Continuously audit and refine recruiting workflows to drive consistency, efficiency, and scalability across the team

Employer Branding & Talent Attraction

Shape candidate messaging and help the team communicate Match Group’s value proposition to engage top talent early in the hiring process.

Build relationships with external organizations and communities that strengthen Match Group's talent brand in the market.

Inclusive Hiring

Champion fair, equitable hiring practices and hold the team accountable to the same standard.

Coach interviewers on structured evaluation criteria and bias mitigation techniques to ensure every process is both compliant and genuinely inclusive.

8+ years of talent acquisition experience, including 3+ years leading recruiting teams in a fast-paced, high-growth environment.

Proven experience hiring across corporate, product, and engineering functions, with the ability to navigate and recruit effectively across a variety of departments.

Strong track record of partnering with and influencing senior leaders on hiring strategy and workforce planning at scale.

Highly data-driven, you use metrics to drive decisions and can present recruiting insights clearly to business leadership.

Deep expertise in full-cycle recruiting including sourcing, structured interviewing, and offer management.

A clear understanding of requisition prioritization, how to sequence hiring across competing demands, allocate recruiter bandwidth effectively, and align with Finance and HRBPs on headcount.

Experience contributing to or partnering on employer branding and recruitment marketing efforts.

Excellent cross-functional stakeholder management skills; you thrive in ambiguous, evolving environments