Senior Manager, Talent Acquisition

Nex is scaling fast, and we’re looking for a Senior Manager, Talent Acquisition to lead our US TA team through it. You’ll drive how we find, engage, and win top talent across technical and non-technical functions, including GTM, Creative, and G&A, while building a high-performing team and recruiting engine that keeps pace with our growth.

This is a hands-on leadership role for someone who thrives on speed and ambiguity. You’ll partner closely with business leaders as a trusted advisor on talent strategy and workforce planning. You’ll challenge assumptions and push for data-informed hiring decisions.

You’ll lead and develop the recruiting team, driving execution, performance, and consistent hiring standards. You’ll also lead complex technical, GTM, G&A, and executive searches yourself. The goal is a talent function that moves fast without compromising on quality.

• Recruit directly for executive, senior leadership, and hard-to-fill roles across technical, GTM, and G&A functions, from market mapping through closing.
• Lead the day-to-day of the US Talent Acquisition team, keeping recruiting priorities, resources, and capacity aligned with changing business needs.
• Coach, develop, and grow a team of recruiters. Set goals, drive accountability, and build their business acumen and influencing skills, while creating a team culture of ownership and continuous learning.
• Deliver against quarterly and annual hiring targets, with proactive pipelines for critical and hard-to-fill roles.
• Own the talent attraction strategy, using competitive intel, market research, targeted sourcing, and activations to build top-of-funnel pipeline in competitive markets.
• Act as a trusted advisor to hiring managers and business leaders on talent availability, market conditions, compensation expectations, and hiring approach.
• Challenge hiring assumptions and influence decisions on role requirements, leveling, interview process, and candidate selection.
• Use data to spot talent trends, benchmark against competitors, measure how well each sourcing channel works, and flag hiring risks and bottlenecks before they affect the business.

• 8 - 10+ years of recruiting experience, with at least 3 - 5 years managing and growing recruiting teams at a company in rapid growth.
• A proven track record of leading complex executive, senior-level, and hard-to-fill searches across technical, GTM, Creative, and G&A functions.
• Hands-on experience designing sourcing and talent attraction programs from the ground up. You’re fluent in employer brand, recruitment marketing, and modern recruiting tech, including LinkedIn Recruiter, ATS/CRM platforms, and AI-powered sourcing tools.
• Comfort with numbers. You use recruiting data to understand what’s working, anticipate hiring demand, and give leadership clear, actionable recommendations.
• Strong influence with senior leaders. You build credibility quickly, give candid advice, and aren’t afraid to challenge a hiring decision when it matters.
• A solid understanding of US recruiting compliance, and experience partnering with People, Legal, and other stakeholders.
• You thrive when things are moving fast: you’re comfortable with shifting priorities, ambiguity, and rolling up your sleeves.

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