Talent Acquisition Manager, ABBYY

• 5–8 years of progressive experience in Talent Acquisition, including hands-on full-cycle recruiting
• 2+ years of experience managing recruiters
• Strong experience recruiting for U.S.-based roles across multiple functions
• Demonstrated ability to partner effectively with hiring managers and influence hiring outcomes
• Working knowledge of compensation fundamentals and offer processes, with experience partnering with Compensation and broader People teams
• Experience using Greenhouse (or similar applicant tracking system) to manage pipelines, reporting, and hiring workflows
• Hands-on recruiting excellence
• Strong hiring manager partnership
• People management and coaching
• Clear prioritization and execution
• Data-informed decision making
• Effective communication across levels and regions
• Comfort operating in a fast-paced, evolving environment

Desirable

• The Talent Acquisition Manager is responsible for delivering end-to-end recruiting support for ABBYY’s U.S. hiring needs while managing and coaching a small, globally distributed team of recruiters based in EMEA and APAC
• This is a hands-on, player-coach role that balances individual recruiting ownership with people leadership and operational accountability
• The Talent Acquisition Manager partners closely with hiring managers to understand staffing needs, provide guidance on talent availability and market considerations, and ensure recruiting activity aligns with business priorities
• This role is accountable for recruiting execution, candidate experience, and meeting agreed-upon service levels, while partnering with our Compensation Lead on ranges, leveling, and offers
• Hiring Manager Partnership & Talent Advisory:
• Partner closely with hiring managers to understand role requirements, team needs, and near-term hiring priorities
• Lead structured intake discussions and translate business needs into clear recruiting plans
• Provide guidance on talent pools, sourcing strategies, and location-based market considerations across the U.S., EMEA, and APAC
• Partner with our Compensation Lead to determine appropriate compensation ranges and leveling based on market insight
• Set expectations with hiring managers around timelines, interview processes, and decision-making
• U.S. Recruiting Ownership:
• Serve as the primary recruiter for U.S.-based roles across a range of functions and levels
• Manage full-cycle recruiting, including sourcing, screening, interview coordination, offer development, and close
• Proactively source candidates through direct outreach, referrals, and recruiting tools
• Deliver a consistent, high-quality candidate experience aligned with ABBYY’s values and employer brand
• Drive timely hiring decisions through clear communication and effective stakeholder management
• Global Recruiting Team Management:
• Manage, coach, and support a small team of recruiters based in EMEA and APAC
• Set clear priorities and expectations to ensure recruiting activity aligns with hiring plans
• Monitor workloads and reassign requisitions as needed to maintain coverage and efficiency
• Provide regular feedback, coaching, and development support to strengthen recruiter capability
• Foster collaboration and alignment across time zones
• Recruiting Operations & Performance:
• Ensure recruiting activity meets agreed-upon SLAs, including time-to-fill, pipeline health, and candidate experience
• Track recruiting progress and surface risks or delays to People Team leadership and hiring managers
• Maintain accurate data and reporting within the Greenhouse (ATS)
• Identify opportunities to improve recruiting workflows, tools, and candidate experience
• Partner with People Operations and Systems to ensure effective use of recruiting tools and processes
• Tools, Compliance & Best Practices:
• Ensure recruiting practices comply with applicable employment laws and ABBYY policies
• Support inclusive hiring practices and consistent interview processes
• Use the ATS (Greenhouse) effectively to manage requisitions, pipelines, and reporting
• Contribute to employer branding efforts and recruiting-related initiatives as needed