Senior Manager of Recruiting, CaptivateIQ

• 6+ years of full-cycle recruiting experience, with at least 2 years in a team lead or management capacity
• Experience recruiting across multiple functions at a SaaS or technology company
• Proven ability to fill technical and go-to-market roles in competitive markets
• Strong data orientation; you use pipeline metrics to drive decisions, not intuition alone
• Excellent stakeholder management skills; you can push back on hiring managers while keeping relationships strong
• A builder mentality: you've improved processes, built programs, or scaled a function before
• Hands-on approach; you're comfortable leading a search yourself when the team needs it

Desirable

• We're looking for a Senior Manager of Recruiting to lead and grow our talent acquisition function.
• You'll own the end-to-end recruiting strategy for the company, manage a small team of recruiters and partner closely with hiring managers across the business to build high-performing teams.
• This role is equal parts hands-on recruiter and team leader — you'll be in the weeds on key searches while also developing your team and improving how we hire
• Lead a team of 2–5 recruiters, providing coaching, feedback, and career development support
• Own recruiting strategy across GTM, Product, Engineering, and G&A functions in partnership with department heads
• Drive full-cycle recruiting yourself for senior and critical roles; this is a hands-on seat, not just a management role
• Build hiring plans with department heads to translate headcount needs into clear, executable pipelines
• Define and track recruiting metrics (time-to-fill, offer acceptance rate, pipeline health) and use data to continuously improve
• Develop proactive sourcing strategies that reduce reliance on inbound and expand our talent pipelines
• Ensure a consistent, compelling candidate experience from first touchpoint through offer
• Manage relationships with external recruiting partners and agencies when needed
• Contribute to employer brand initiatives and represent our culture authentically to candidates
• What Success Looks Like in the First 6 Months;
• Team is hitting target time-to-fill benchmarks across all open roles
• Hiring managers trust the process and see recruiting as a strategic partner
• Clear visibility into pipeline health and forecasted hiring capacity
• At least one process or program improvement is live and making a measurable difference
• The team feels supported, developed, and clear on what good looks like