Sr Manager, Talent Acquisition

This role will be based in Sunnyvale, Mountain View or San Francisco. 

At LinkedIn, our approach to flexible work is centered on trust and optimized for culture, connection, clarity, and the evolving needs of our business. The work location of this role is hybrid, meaning it will be performed both from home and from a LinkedIn office on select days, as determined by the business needs of the team. 

The Infrastructure Recruiting Senior Manager reports to the Director of Engineering TA and leads hiring across core infrastructure domains, including AI platform, cloud, data, security, and reliability engineering. This role works closely with Infrastructure Hiring Managers and leaders to translate technical roadmaps into clear, executable hiring plans. 

The Senior Manager owns delivery for senior and hard-to-fill roles, sets operating standards for recruiters and sourcers, and directly engages on complex searches requiring deep technical judgment. Success is measured by strong calibration, predictable delivery, and sustained hiring quality as technical bars evolve. 

Responsibilities: 

Talent Strategy and Stakeholder Management 

• Advises  business leaders and cross-functional partners using data and insights to influence strategic decision making. 
• Leads development of talent strategies by leveraging market data, trends, and insights and oversees team members executing to meet business needs. 
• Monitors and tracks team’s progress against core delivery metrics to meet hiring demand goals and proactively identifies any gaps, with suggestions on how to mitigate. 
• Analyzes patterns in funnel metrics and calibrates with senior leadership to identify trends and insights. 
• Oversees and prioritizes suggested opportunities where processes could be improved and maintains ownership of change efforts across the business unit. 
• Evaluates and leads adoption of artificial intelligence (AI) solutions to optimize team workflows, improves data-driven decision-making, and shares best practices to build team fluency. 
• Drives adoption of Customer Zero practices across their function, reinforcing process expectations and ensuring timely feedback and engagement. 
• Manages projects or initiatives across the functional strategy. 

Leadership 

• Provides leadership, mentoring, and guidance to large or multiple teams. 
• Enables growth opportunities by providing consistent feedback in 1:1s, OKR reviews, and career development discussions. 
• Creates an inclusive team environment by recognizing and valuing diverse perspectives and addressing bias or barriers to collaboration. 
• Establishes formal channels for coaching and mentoring opportunities across teams. 
• Identifies new opportunities for shared learning across teams regarding the hiring process of the business unit and coaches and enables best practices. 
• Drives a culture of curiosity and agility across their org by guiding teams through change, embedding adaptability into processes, and encouraging innovative problem-solving.