Talent Manager in New York at Jobgether

This position is listed on behalf of a partner company, who manages all applications and next steps. Our partner is looking for a Talent Manager based in the United States.

This is a strategic, hands-on talent leadership role overseeing the full team member lifecycle, from proactive sourcing through onboarding and early-tenure experience.
You will lead a small recruiting and team experience team while establishing scalable talent practices across a growing SaaS organization.
The role combines people leadership, recruiting strategy, talent planning, and close partnership with hiring managers across the business.
You will strengthen proactive sourcing capabilities and help the organization anticipate future skills and hiring needs.
You will also shape onboarding and early-career experiences that help new team members become successful and engaged from day one.
Data-driven performance management will be central to improving hiring speed, quality, offer acceptance, and overall team effectiveness.
This is an opportunity to influence talent strategy while remaining close to execution in a collaborative, remote-first environment.

• Own the end-to-end team member lifecycle strategy, connecting sourcing, recruiting, onboarding, early-tenure experience, and offboarding into a cohesive approach.

• Manage, coach, and develop a small team spanning recruiting and team member experience, including performance management, career development, hiring, and day-to-day support.

• Establish the strategy and standards for proactive sourcing, including passive-candidate pipelines, targeted outreach, and headhunting initiatives.

• Build organizational skill-set agility by anticipating changing workforce needs and incorporating evolving skills into sourcing strategies, hiring criteria, and hiring-manager discussions.

• Serve as a strategic partner to hiring managers across the organization, strengthening collaboration and measuring satisfaction with the hiring process.

• Set the direction for onboarding and early-tenure programs, including structured check-ins designed to support new team members and improve retention.

• Monitor and improve talent metrics such as time-to-fill, time-to-hire, offer-acceptance rates, proactive sourcing results, and onboarding satisfaction.

• Partner with People team colleagues to create a connected experience across recruiting, onboarding, and people operations.

• Balance strategic leadership with hands-on execution, contributing directly to sourcing, candidate screening, program development, and other talent initiatives when needed.

• 5+ years of experience in recruiting or talent acquisition, including experience developing proactive and passive-candidate sourcing strategies.

• 3+ years of direct people-management experience, including hiring, coaching, performance management, and employee development.

• Experience working within a growth-stage SaaS organization of approximately 300–500 employees.

• Demonstrated experience developing or managing team member lifecycle programs spanning sourcing, hiring, onboarding, and early-tenure experiences.

• Comfortable operating as a player-coach who can combine strategic talent leadership with hands-on recruiting and program execution.

• Strong understanding of recruiting metrics and the ability to use data to improve hiring velocity, offer acceptance, sourcing effectiveness, and team performance.

• Strong strategic thinking, decision-making, and organizational skills, with the ability to communicate priorities and rationale clearly.

• Excellent stakeholder-management and communication skills, particularly when partnering with hiring managers and cross-functional People teams.

• Ability to anticipate evolving workforce and skill requirements and translate them into practical recruiting strategies.

• Legally eligible to work in the United States or Canada.

• Competitive salary and benefits package.

• Remote-first work environment with flexibility around where you work.

• Flexible PTO policy designed to support personal well-being and professional success.

• Tuition and lifestyle reimbursement programs.

• Bespoke mindfulness and fitness initiatives.

• Opportunities for professional development, cross-functional collaboration, and career growth.

• Opportunities for internal mobility across roles, teams, and leadership paths.

• High level of autonomy and responsibility in shaping talent programs and processes.

• Employee recognition programs.

• Inclusive workplace with accommodations available throughout the interview and employment process.