Talent Acquisition Senior Manager

The Role

Build the high-performing, specialized recruiting team that delivers the talent needed to scale our global team from 150 to 300 employees.

We're looking for a team builder who understands that strategy means nothing without execution. You have the vision to design a specialized Talent Acquisition function and the operational discipline to manage pipelines, track metrics, and partner closely with hiring managers. You're driven by quality-of-hire, market intelligence, and a commitment to a consistent candidate experience.

The Opportunity

Today, our recruiting function operates in a generalist model. As we continue in a phase of accelerated, targeted growth, we need a more specialized approach to source and secure top strategic talent. Your mission is to restructure the team, implement scalable processes, and build true strategic partnership with the business.

• Phase 1 (Q2-Q3): Player-Coach. Lead the restructuring, hire key roles, and manage full-cycle recruiting for critical positions.

• Phase 2 (Q3–Q4+): Leader. Transition requisition management to your team and focus on pipeline strategy, metric analysis, and continuous improvement.

Core Responsibilities

Lead the Specialized TA Function (40%)

• Restructure the TA team from generalist to specialized roles, ensuring clarity on how the new model improves velocity and quality.

• Hire, mentor, and manage a growing team, scaling the function in line with business needs.

• Define clear roles, metrics, and career paths where every team member feels empowered to grow.

• Connect daily work to company goals and ensure timely team awareness of progress.

• If alignment with the VP of People isn't possible, you're comfortable disagreeing and committing once a direction is set.

Drive Strategic Talent Outcomes & Partnership (35%)

• Own full-cycle recruiting strategy for all roles (billable, non-billable, leadership), ensuring talent strategy aligns with culture strategy.

• Partner with hiring managers to prioritize roles, set realistic timelines, build strong pipelines, and deliver hiring outcomes. You manage expectations and do not overcommit.

• Champion a feedback culture by giving and requesting regular feedback from partners and your team.

• Facilitate difficult conversations with openness when stakeholder misalignment requires it.

• Ensure a consistent, positive candidate experience across all hiring processes.

Optimize Processes & Track Performance (25%)

• Design scalable recruiting processes and tools that support our growth trajectory.

• Track metrics such as pipeline health, time-to-fill, and offer acceptance rates, using data to guide team priorities.

• Own the TA budget, vendor relationships, and tooling stack.

• Mentor hiring managers on effective interviewing, balancing their need for speed with the organization's need for quality.

What You Bring

• 7+ years in Talent Acquisition, with 3+ years leading a multi-role, high-volume recruiting team in a tech/services environment.

• Proven experience designing and implementing a specialized recruiting model.

• Expertise in full-cycle recruiting for technical/billable and non-billable roles. US and EU market experience is a significant plus.

• Deep proficiency with modern ATS (e.g., Recruitee, LinkedIn, Lever, Greenhouse), sourcing tools, and talent analytics.

• A pragmatic, metrics-oriented approach balanced with high emotional intelligence.

• Fluency in English and Hungarian.

Apply If You

Are energized by building an elite team from the ground up and you're not afraid to be a player-coach until that team is in place. You bring clarity, a steady hand, and a strategic mindset to both high-level planning and daily execution.