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Open nowPosted 14 days ago

Talent Acquisition Manager

InteLogix44 open roles

Pay
$60,000 – $88,000 a year
Where
USA, Remote
Work mode
Remote
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Your applicationOpen nowTalent Acquisition ManagerInteLogix · USA, Remote

  1. YouYes, apply to this one.

  2. CV RocketCV written for this posting.

  3. 25 readersRecruiter, hiring manager, skeptic. Round after round.

  4. CV RocketApplied on InteLogix's own form.

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The clock on this job

Early applications get read.

12.7% of postings close within 7 days. Measured by our own scanner across the market. InteLogix postings stay open a median of 28 days.

Share of postings closed within
  1. 2.2%1 day
  2. 4.5%3 days
  3. 12.7%7 days
  4. 20.4%14 days
  5. 35.6%30 days
  6. 58.7%60 days
This job: posted 14 days ago

InteLogix median: 28 days open

The posting

Who we are:

InteLogix is a leading provider of integrated solutions, utilizing cutting-edge technology to provide exceptional customer experiences. Our commitment to excellence and innovation has enabled us to redefine industry standards and create brighter futures for our clients and their customers. We are dedicated to making lives better through our empathetic customer engagement and advocacy for our clients' brands and reputations.

The Talent Acquisition Manager will own hiring across our US footprint and deliver high-volume recruiting for every US site and remote program. You’ll build and run the recruiting strategy, lead and develop a team of recruiters, and work closely with Operations, HR, Training, and Workforce Management so every program is fully staffed on time.

This role fits someone who does well in a fast-paced BPO environment, likes building strong teams, and can move between setting strategy and doing the hands-on work: running a hiring event, sourcing a hard-to-fill role, or digging into pipeline data to find where candidates drop off. You’ll also be the one who finds and adopts new technology, using AI and new recruiting tools to help the team hire faster and smarter. The role is remote, and you’ll travel to sites, client locations, and hiring events about 25% of the time.

Responsibilities:

Lead the US recruiting function

  • Own recruiting strategy, execution, and results for all US sites and remote programs.
  • Lead, coach, and develop a team of recruiters so they hit daily, weekly, and monthly hiring targets.
  • Set clear performance expectations, hold regular one-on-ones, and build a culture of accountability and continuous improvement.

Deliver high-volume hiring

  • Oversee the full recruiting lifecycle for high-volume agent hiring, from intake and sourcing strategy through offer acceptance and handoff to onboarding.
  • Recruit for non-agent roles, including supervisors, team leads, support staff, and specialized operations positions.
  • Lead hiring for new program launches, ramps, and site openings across multiple states.
  • Plan and run hiring events, job fairs, and community and school partnerships across US markets, both virtual and in person.

Partner with the business

  • Work with Operations, HR, Training, and Workforce Management to forecast staffing needs, plan training classes, and build hiring plans that support program launches and ramps.
  • Work directly with clients as a recruiting partner. Set expectations, report on progress, and communicate clearly when things change.
  • Help plan workforce needs and build talent pipelines for new programs and future expansion.

Innovate and drive results

  • Create robust, multi-channel marketing campaigns to drive pipeline.
  • Adopt AI technology and manage the change process internally.
  • Use recruitment marketing, programmatic job advertising, and text- and chat-based recruiting to reach candidates where they are.
  • Track and report recruiting KPIs such as time-to-fill, cost-per-hire, source effectiveness, show rates, offer acceptance, and early attrition. Use the results to improve how the team works.
  • Strengthen employer brand visibility in competitive US labor markets.
  • Make sure candidates have a consistent, positive experience and that hiring follows company standards and federal, state, and local employment regulations.
  • Use the ATS fully, including workflows, reporting, and data integrity. Workday experience is strongly preferred.

Requirements:

  • 3–5 years of talent acquisition experience in a high-volume recruiting setting.
  • BPO or contact center recruiting experience.
  • Experience leading a recruiting team.
  • Experience supporting multi-site or multi-state hiring operations including remote hiring.
  • Experience recruiting for new program launches or site openings.
  • Hands on experience with recruitment marketing, programmatic job advertising, and text or chat-based recruiting tools.
  • Comfort using AI in daily work, and a track record of finding, testing, and putting new recruiting technology into practice.
  • Client-facing experience, with the ability to build strong relationships, manage expectations, and communicate well with internal and external stakeholders.
  • A track record of meeting aggressive hiring goals in a fast-paced environment.
  • Experience managing the full recruiting pipeline from intake to offer acceptance.
  • Strong analytical skills, including working with ATS data and building recruiting reports.
  • Knowledge of US labor markets, sourcing channels, and competitive hiring strategies.
  • Excellent communication, coaching, and stakeholder management skills.
  • Resilience and adaptability, and the ability to stay focused on solutions under pressure.
  • Ability to travel up to approximately 25%.
  • Hands-on Workday Recruiting experience is strongly preferred.

Compensation:

The pay range for this exempt position is $60,000–$88,000 per year. Where state law sets a higher minimum salary for exempt employees, the range begins at that minimum. Final offers depend on experience, skills, location, and other job-related factors.

Benefits:

  • Medical, Dental, Vision insurance
  • 401k
  • Paid time off
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