Senior Manager, Recruiting
Full-time 160000 - 200000 USD per-year-salaryJob Overview
We're looking for a Senior Manager of Recruiting to lead and grow our talent acquisition function. You'll own the end-to-end recruiting strategy for the company, manage a small team of recruiters and partner closely with hiring managers across the business to build high-performing teams. This role is equal parts hands-on recruiter and team leader — you'll be in the weeds on key searches while also developing your team and improving how we hire.
We're looking for a Senior Manager of Recruiting to lead and grow our talent acquisition function. You'll own the end-to-end recruiting strategy for the company, manage a small team of recruiters and partner closely with hiring managers across the business to build high-performing teams. This role is equal parts hands-on recruiter and team leader — you'll be in the weeds on key searches while also developing your team and improving how we hire.
What You'll Do
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Lead a team of 2–5 recruiters, providing coaching, feedback, and career development support
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Own recruiting strategy across GTM, Product, Engineering, and G&A functions in partnership with department heads
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Drive full-cycle recruiting yourself for senior and critical roles; this is a hands-on seat, not just a management role
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Build hiring plans with department heads to translate headcount needs into clear, executable pipelines
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Define and track recruiting metrics (time-to-fill, offer acceptance rate, pipeline health) and use data to continuously improve
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Develop proactive sourcing strategies that reduce reliance on inbound and expand our talent pipelines
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Ensure a consistent, compelling candidate experience from first touchpoint through offer
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Manage relationships with external recruiting partners and agencies when needed
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Contribute to employer brand initiatives and represent our culture authentically to candidates
What We're Looking For
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6+ years of full-cycle recruiting experience, with at least 2 years in a team lead or management capacity
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Experience recruiting across multiple functions at a SaaS or technology company
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Proven ability to fill technical and go-to-market roles in competitive markets
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Strong data orientation; you use pipeline metrics to drive decisions, not intuition alone
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Excellent stakeholder management skills; you can push back on hiring managers while keeping relationships strong
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A builder mentality: you've improved processes, built programs, or scaled a function before
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Hands-on approach; you're comfortable leading a search yourself when the team needs it
Nice to Have
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Experience at a high-growth startup (Series B–D)
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Familiarity with compensation benchmarking and offer strategy
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Experience implementing or optimizing an ATS (Greenhouse, Lever, Ashby, etc.)
What Success Looks Like in the First 6 Months
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Team is hitting target time-to-fill benchmarks across all open roles
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Hiring managers trust the process and see recruiting as a strategic partner
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Clear visibility into pipeline health and forecasted hiring capacity
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At least one process or program improvement is live and making a measurable difference
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The team feels supported, developed, and clear on what good looks like
Benefits
- Comprehensive Healthcare: 100% coverage for medical, dental, and vision for all FTEs, with roughly 75% coverage for dependents.
- Flexible Time Off: Flexible vacation days plus quarterly mental health days to ensure you have the space to recharge.
- Annual Stipends: Dedicated funds for your professional development and caretaking needs.
- Work Anniversary Bonuses: Annual bonuses to celebrate your milestones and contributions to the CaptivateIQ team that grow as your tenure does.
- Retirement Savings (US-Only): A 401(k) plan to help you invest in and secure your future.
- Premium Tools: The latest Apple hardware to empower you to do your best work.
- Inclusive Community: Active Employee Resource Groups (ERGs) that celebrate shared identities and support our DEI goals by fostering an environment where diverse talent thrives.
Notice for Prospective Candidates
- Only emails from @captivateiq.com should be trusted.
- Attempt to correspond with a candidate using a free web-based account, such as an email address that ends in @gmail.com, @yahoo.com, @hotmail.com, etc.
- Make an offer of employment without conducting multiple rounds of interviews face-to-face using secure video-conferencing technology.
- Ask candidates to cash checks to buy equipment on behalf of CaptivateIQ.
- Ask candidates to make a payment in order to be considered for a position.
- Make early requests for candidates' personal information such as date of birth, passport details, credit card numbers, bank details and social security number, etc.
- Please note that we’ll only ask for more sensitive personal information in connection with background checks after an offer is made.