Manager of Talent Acquisition

About the Role

As Manager of Talent Acquisition, you’ll lead and develop our team of TA Partners while managing a recruiting desk of your own. You’ll own hiring delivery, team operations, vendor relationships, and the candidate experience. This is a player-coach role: you’ll take on critical searches, advise leaders on hiring, and build AI-enabled tools and workflows that help a lean team work with greater speed and quality.

Our Guiding Principles

• Be Bold. We pursue the biggest problems in our industry, challenge assumptions others take for granted, and take calculated risks to get there. Playing it safe is just failing slowly.
• Help Customers Win. We learn our customers' businesses deeply, treat their capital like our own, and measure ourselves by customer results, not our intentions.
• Move with Urgency and Purpose. We bias toward delivery over perfection, remove friction from our own paths, and communicate in real time. Momentum compounds.
• Own the Outcome. We own outcomes, not just tasks. We hold a high Say:Do ratio and take responsibility from idea through impact. When something breaks, we fix it.
• Never Satisfied. We raise the bar continuously. We stay curious, hold exacting standards, debate hard, and hold our opinions loosely when the evidence shifts.

What You'll Do

Lead and Develop the TA Team

• Manage two Senior Talent Acquisition Partners. Set clear expectations, coach on recruiting craft, provide regular feedback, and create growth paths for each team member.
• Own recruiting delivery quality across your team: pipeline health, interview-to-offer ratios, time-to-fill, and candidate experience metrics.
• Foster a high-performance, high-accountability culture where the team ships fast, iterates openly, and holds each other to a high bar.

Recruit Directly

• Maintain a direct recruiting desk for senior, strategic, and hard-to-fill roles. Model best practices in sourcing, assessment, and candidate management for the team.
• Provide backfill and overflow capacity when volume spikes or critical searches require additional attention. You are not above doing the work.

Own TA Operations and Vendor Management

• Own the TA tech stack: Greenhouse (ATS), BrightHire (interview intelligence), LinkedIn Recruiter, and any sourcing or scheduling tools. Drive configuration, optimization, adoption, and renewal decisions.
• Manage vendor relationships and contracts. Evaluate new tools, negotiate terms, and hold vendors accountable to SLAs and value delivery.
• Own ATS hygiene, offer approval workflows, background check processes, and TA reporting. The operational backbone of recruiting runs through you.
• Manage TA vendor spend (tools, job boards, agencies, recruiting events) against budget parameters set by the VP, People.

Own Candidate Experience (First Touchpoint through Day 1)

• Own the full candidate journey from first outreach through offer acceptance and Day 1 start. Every touchpoint reflects Built's brand: professional, responsive, human, and fast.
• Own the TA-to-onboarding handoff: ensure role-specific context, hiring manager expectations, and candidate background transfer cleanly to the People Operations team, who owns the experience from Day 1 forward.
• Monitor candidate experience data (survey feedback, offer acceptance rates, candidate NPS) and drive improvements.

TA Compliance

• Serve as the compliance liaison for the TA function: OFCCP, EEO, offer letter compliance, background check processes, and hiring-related regulatory requirements.
• Partner with Legal and the People Operations team on hiring compliance, employment law changes, and audit readiness.
• Ensure all recruiting practices meet federal, state, and local requirements across a multi-state hiring footprint.

Build with AI

• Build with Claude Code: design, test, and deploy AI-powered recruiting tools including applicant screening prompts, sourcing automation, candidate evaluation frameworks, debrief preparation packages, feedback collection workflows, and pipeline analytics.
• Reshape the TA team's workflows around AI capability. Build prompt libraries, agent patterns, and automated checks that scale team output beyond headcount. The goal: a two-person TA team performing like four.
• Own applicant screening calibration: set and refine auto-advance, auto-reject, and human-review thresholds. Audit screening decisions for accuracy and bias.
• Drive adoption of AI sourcing tools and auto-scheduling across the team. Manual work is the exception, not the norm.
• Know when AI gets to a defensible answer faster and when the problem requires human judgment. Set that standard for the team.
• Share effective AI use cases and best practices across the broader People team.

What You'll Bring

• 5-9 years of full-cycle recruiting experience with 1-3 years of direct people management in a TA function.
• Strong recruiting practitioner: experienced across a variety of role types and seniority levels in a SaaS or fintech environment.
• Proven people manager: develops talent, coaches on craft, delivers clear feedback, and retains strong performers.
• Hands-on experience building with AI tools (Claude, Claude Code, ChatGPT, or equivalent) in a professional context. You build solutions on top of these tools, not just use them for search. This is non-negotiable.
• Data-driven approach to recruiting operations; comfortable working with TA metrics and using data to improve team and individual performance.
• Experience managing TA vendor relationships, including tool evaluation, contract negotiation, and renewal recommendations.
• Experience with Greenhouse or comparable ATS, including configuration and optimization. Familiarity with BrightHire, LinkedIn Recruiter, and AI-powered sourcing tools.
• Knowledge of hiring-related compliance: OFCCP, EEO, background check regulations, and multi-state employment law.
• Strong communicator and relationship builder; trusted by hiring managers and respected by the team.
• Experience in a high-growth SaaS or fintech company is required.

What Success Looks Like at Six Months

• Recruiting delivery across your team is reliable: pipelines are healthy, time-to-fill is tracked and trending in the right direction, and hiring managers trust the process.
• You have driven at least one meaningful improvement to TA process, tooling, or candidate experience that is already showing measurable results.
• Your hands-on recruiting work is strong enough that your team learns from it. You are modeling the standard, not just enforcing it.
• Hiring managers across your team's desks describe their recruiting experience as high-quality, proactive, and well-organized.
• At least one AI-powered tool or workflow you built is in production and demonstrably saving time or improving quality.
• The TA-to-onboarding handoff is clean, consistent, and requires zero manual chasing from the People Ops team.
• Vendor relationships (Greenhouse, BrightHire, LinkedIn) are actively managed with clear ROI tracking.

Key Competencies 

• Expertise and Business Acumen: Deep TA expertise with strong knowledge of Built's construction finance ecosystem and talent market. Reshapes team workflows around AI capability. Builds prompt libraries, agent patterns, or automated checks that scale team output beyond headcount. Connects recruiting outcomes to downstream business impact.
• Scope and Autonomy: Owns multi-workstream outcomes across TA execution, operations, compliance, and AI tooling. Defines milestones and allocates resources. Translates ambiguous hiring needs into structured recruiting strategies. Manages up effectively, surfacing risks and recommendations to the VP, People with clarity.
• Problem Solving: Tackles ambiguous, organization-level talent market challenges. Knows when AI gets to a defensible answer faster and when the problem requires human judgment from the start. Designs systems and repeatable processes, not just solutions for individual requisitions.
• Influence and Communication: Influences hiring managers and senior leaders on talent priorities, assessment rigor, and process discipline. Drives decisions through data and trusted relationships. Shapes how leaders think about talent, not just how they fill roles.
• Leadership and Talent Development: Manages Senior TA Partners with a high bar for performance, AI adoption, and professional growth. Builds the team's capability so their work improves over time, not just their throughput. Sets clear expectations, delivers direct feedback, and creates an environment where people do their best work.
• Execution and Accountability: Delivers against hiring targets, operational milestones, and AI build goals simultaneously. Manages competing priorities without dropping the standard. Operates with a bias toward shipping and iterating. Holds a high say-to-do ratio and models the execution discipline expected of the team.

Built’s salary range for this position is $140,000-$175,000 USD per year. The pay range is designed to accommodate upward mobility in the role, therefore it encompasses the full span of proficiency levels for this role and we believe that the midpoint of the range is competitive in the market. Salary is just one component of Built's total compensation package for employees; your total rewards package at Built will include equity, market-current medical, dental and vision coverage, an unlimited PTO policy, and other benefits.