<strong>Job Title<br><br></strong>Senior Manager, Talent Acquisition<br><br><strong>Department<br><br></strong>People Ops: Talent Center of Excellence<br><br><strong>Job Level<br><br></strong>P4, Exempt<br><br><strong>Our Mission<br><br></strong>To deliver the expertise, standards, and technology necessary to power growth and scale throughout the philanthropic economy. We are committed to empowering people, ideas, and institutions for good. We promise to take care of the administrative duties that often distract us from meaningful work so our customers and their clients can spend more of their time and attention saving the world. We believe it is our duty to ensure the efficient and effective flow of social capital to the causes that matter the most to donors.<br><br><strong>Position Description<br><br></strong>The Senior Manager of Talent Acquisition owns the talent acquisition function as a domain — setting standards, driving outcomes, and serving as the authoritative recruiting voice across the organization. In a regulated fintech environment, this role carries a dual mandate: delivering the hiring speed and quality a scaling organization demands, while ensuring that every process — from intake to offer — meets the compliance standards the industry requires.<br><br>This role is expected to own how the organization hires: defining the standard for structured interviewing, establishing the recruiting metrics framework, providing market intelligence that informs workforce planning, and personally leading the most complex and critical searches. Operating without direct reports, the P4 designation is anchored in functional authority and cross-functional influence — partnering closely with the Compensation Analyst on offer construction, with HRBPs on workforce planning, and with the VP on headcount forecasting and capacity planning. This role requires senior-level stakeholder management and executive communication: the credibility and composure to deliver market intelligence a senior leader may not want to hear, and the influence to make that conversation productive rather than defensive.<br><br><strong>Duties & Responsibilities<br><br></strong><ul><li>Manage a portfolio of open requisitions across assigned business units — engineering, product, compliance, risk, sales, and operations — owning the full-cycle process from job brief through offer acceptance and pre-boarding handoff to onboarding</li><li>Conduct structured intake meetings with hiring managers before any sourcing begins: clarify role requirements, competency profiles, level calibration, compensation range, and success criteria — and push back when the brief is unclear, the scope is unrealistic, or the timeline doesn't account for market conditions</li><li>Build and execute proactive sourcing strategies for each requisition: LinkedIn, job boards, referral activation, talent community engagement, and direct outreach — with sourcing channel effectiveness tracked and reported monthly</li><li>Screen, assess, and advance candidates using structured interview frameworks; facilitate calibrated debrief conversations with hiring teams to ensure bias-mitigated, evidence-based decisions that hold up to scrutiny in a regulated environment</li><li>Own candidate experience at every stage: timely, transparent communication, high-quality final-round experiences regardless of outcome, and a post-offer engagement cadence that reduces withdrawal risk between acceptance and start date</li><li>Partner with the VP of Talent and the Compensation Analyst on all offer construction: no offer is extended without a compensation review that confirms market alignment, internal equity, and band adherence</li><li>Present and close offers with market context — framing the total compensation package relative to what the candidate could expect elsewhere, and managing counter-offer conversations with transparency and discipline</li><li>Track offer acceptance rates and withdrawal patterns; surface trends to the VP of Talent that should inform compensation philosophy, offer timing, or candidate experience improvements</li><li>Serve as the primary day-to-day talent partner for senior hiring managers across assigned business units: proactively sharing market intelligence, flagging pipeline risk before it becomes a delay, and consulting on role design and team structure when growth plans create new hiring demands</li><li>Translate company growth plans into executable hiring roadmaps in partnership with the VP of Talent: role prioritization, sourcing lead times, interview panel configuration, and contingency planning for niche or hard-to-fill positions</li><li>Provide market intelligence on talent availability, compensation benchmarks, and the competitive hiring landscape for fintech roles — particularly in engineering, compliance, and risk functions where the talent market is constrained and move quickly</li><li>Support workforce planning conversations with HRBPs: contributing recruiter perspective on talent supply, market conditions, and role-level complexity to inform headcount decisions before they become approved requisitions</li><li>Leverage AI-powered recruiting tools to enhance sourcing reach, accelerate candidate screening, and improve pipeline efficiency — while applying human judgment to ensure outputs are accurate, bias-aware, and compliant with Ren's standards<br><br></li></ul><strong>Education & Experience<br><br></strong><ul><li>10+ years of talent acquisition experience, with demonstrated progression in scope and complexity across that tenure</li><li>2–4+ years owning recruiting processes at a functional level — accountable for process quality, standards design, and hiring outcomes across a portfolio of roles, not just personal search delivery</li><li>Demonstrated experience hiring within fintech, SaaS, or regulated financial services environments — with a working understanding of the compliance expectations those environments place on recruiting processes</li><li>Track record of managing high-volume and specialized hiring simultaneously: the ability to maintain quality on complex niche searches without allowing the broader pipeline to degrade is a specific competency this role requires</li><li>Experience scaling recruiting processes in organizations between 300–1,000+ employees, where the informal practices that worked at 150 are being replaced by structured, repeatable systems</li><li>Structured interviewing design and facilitation: this role must be able to teach it, assess it, and hold others accountable for applying it consistently</li><li>DEI best practices in talent acquisition: inclusive sourcing, bias mitigation in assessment, and diverse slate construction — applied as standard practice, not activated only for high-visibility searches</li><li>Recruiting analytics: the ability to build and maintain a metrics framework, read it accurately, and use it to make process decisions rather than justify existing practices</li><li>Compensation fluency: enough market knowledge to participate meaningfully in offer conversations with the Compensation Analyst and to advise hiring managers on candidate positioning before the offer stage</li><li>ATS proficiency and a systems orientation: the instinct to look for technology solutions when manual processes create scale problems, and the discipline to use the system correctly so that data is trustworthy</li><li>AI fluency: baseline familiarity with AI-powered recruiting tools — such as sourcing assistants, resume screening platforms, and candidate engagement automation — and the judgment to use them responsibly, critically evaluate their outputs, and identify where human review is required<br><br></li></ul><em>Ren is an equal employment opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability status, protected veteran status or any other characteristic protected by law</em><em>.</em>