Senior Manager, Talent Acquisition

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Job Title Senior Manager, Talent Acquisition Department People Ops: Talent Center of Excellence Job Level P4, Exempt Our Mission To deliver the expertise, standards, and technology necessary to power growth and scale throughout the philanthropic economy. We are committed to empowering people, ideas, and institutions for good. We promise to take care of the administrative duties that often distract us from meaningful work so our customers and their clients can spend more of their time and attention saving the world. We believe it is our duty to ensure the efficient and effective flow of social capital to the causes that matter the most to donors. Position Description: The Senior Manager of Talent Acquisition owns the talent acquisition function as a domain - setting standards, driving outcomes, and serving as the authoritative recruiting voice across the organization. In a regulated fintech environment, this role carries a dual mandate: delivering the hiring speed and quality a scaling organization demands, while ensuring that every process - from intake to offer - meets the compliance standards the industry requires. This role is expected to own how the organization hires: defining the standard for structured interviewing, establishing the recruiting metrics framework, providing market intelligence that informs workforce planning, and personally leading the most complex and critical searches. Operating without direct reports, the P4 designation is anchored in functional authority and cross-functional influence - partnering closely with the Compensation Analyst on offer construction, with HRBPs on workforce planning, and with the VP on headcount forecasting and capacity planning. This role requires senior-level stakeholder management and executive communication: the credibility and composure to deliver market intelligence a senior leader may not want to hear, and the influence to make that conversation productive rather than defensive. Duties & Responsibilities: Manage a portfolio of open requisitions across assigned business units - engineering, product, compliance, risk, sales, and operations - owning the full-cycle process from job brief through offer acceptance and pre-boarding handoff to onboarding Conduct structured intake meetings with hiring managers before any sourcing begins: clarify role requirements, competency profiles, level calibration, compensation range, and success criteria - and push back when the brief is unclear, the scope is unrealistic, or the timeline doesn't account for market conditions Build and execute proactive sourcing strategies for each requisition: LinkedIn, job boards, referral activation, talent community engagement, and direct outreach - with sourcing channel effectiveness tracked and reported monthly Screen, assess, and advance candidates using structured interview frameworks; facilitate calibrated debrief conversations with hiring teams to ensure bias-mitigated, evidence-based decisions that hold up to scrutiny in a regulated environment Own candidate experience at every stage: timely, transparent communication, high-quality final-round experiences regardless of outcome, and a post-offer engagement cadence that reduces withdrawal risk between acceptance and start date Partner with the VP of Talent and the Compensation Analyst on all offer construction: no offer is extended without a compensation review that confirms market alignment, internal equity, and band adherence Present and close offers with market context - framing the total compensation package relative to what the candidate could expect elsewhere, and managing counter-offer conversations with transparency and discipline Track offer acceptance rates and withdrawal patterns; surface trends to the VP of Talent that should inform compensation philosophy, offer timing, or candidate experience improvements Serve as the primary day-to-day talent partner for senior hiring managers across assigned business units: proactively sharing market intelligence, flagging pipeline risk before it becomes a delay, and consulting on role design and team structure when growth plans create new hiring demands Translate company growth plans into executable hiring roadmaps in partnership with the VP of Talent: role prioritization, sourcing lead times, interview panel configuration, and contingency planning for niche or hard-to-fill positions Provide market intelligence on talent availability, compensation benchmarks, and the competitive hiring landscape for fintech roles - particularly in engineering, compliance, and risk functions where the talent market is constrained and move quickly Support workforce planning conversations with HRBPs: contributing recruiter perspective on talent supply, market conditions, and role-level complexity to inform headcount decisions before they become approved requisitions Leverage AI-powered recruiting tools to enhance sourcing reach, accelerate candidate screening, and improve pip

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Company Intel

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