Talent Acquisition Manager

Position Overview

An established mid-market energy company is seeking to hire a Talent Acquisition Manager on a fully remote basis within the United States. This pivotal role reports directly to the Head of People/HR and involves overseeing and scaling the complete recruiting lifecycle across the organization. The successful candidate will act both as a hands-on recruiter and a strategic leader developing systems, pipelines, and an employer brand that promotes consistent hiring success.

Key Responsibilities

• Manage full-cycle recruitment for commercial, technical, and operational positions from initiation through offer and closure.
• Collaborate closely with hiring managers to define role scorecards, align on hiring criteria, and ensure swift, quality hiring decisions.
• Engage active and passive candidates using direct outreach, referrals, specialized events, and niche platforms within the energy sector.
• Oversee the candidate experience at every stage, ensuring it is responsive and reflective of the company's brand.
• Develop and refine hiring processes, including interview formats and evaluation scorecards.
• Manage the applicant tracking system (ATS), maintaining pipeline accuracy, workflow efficiency, and generating hiring reports.
• Monitor key performance indicators such as time-to-fill, time-to-hire, source of hire, offer acceptance rates, and quality of hire.
• Design scalable hiring playbooks for sourcing, screening, and interviewing candidates.
• Build proactive talent pipelines for recurring and difficult-to-fill roles.
• Enhance the employer brand across platforms such as LinkedIn, job boards, and all candidate engagement touchpoints.
• Collaborate with marketing teams to produce career-related content, job postings, and outbound outreach initiatives.
• Provide guidance to hiring managers on labor market trends, compensation benchmarks, and recruitment timelines.
• Ensure the hiring process complies with all regulations and maintains equity and structure.
• Report recruitment funnel status, forecasts, and hiring progress to company leadership.

Qualifications and Experience

• At least five years of experience managing full recruitment life cycles for professional or technical roles, whether in-house or through agencies.
• Evidence of measurable recruitment success, demonstrated through metrics like roles filled, time-to-fill reductions, offer acceptance rates improvement, or talent pipeline construction.
• Expertise in sourcing techniques including LinkedIn Recruiter, Boolean searches, and direct candidate outreach.
• Experienced user of ATS and recruitment tools such as Greenhouse, Lever, Workday, Ashby, LinkedIn Recruiter, and Gem.
• Proven ability to partner with hiring managers on recruitment processes, market information, and compensation strategies.
• Industry experience in energy, utilities, industrials, manufacturing, engineering, or related technical recruitment is advantageous.
• Application materials should reflect workload management, types of roles recruited for, utilization of recruitment technology, and hiring performance metrics.

Compensation and Work Environment

• Base salary range from $110,000 to $140,000 plus eligibility for a performance-based bonus.
• 100% remote work arrangement within the United States.