What are the responsibilities and job description for the Talent Acquisition Manager position at The Learning Experience?
Responsive recruiter
Benefits
The Learning Experience is growing across the U.S. and UK, and the quality of our growth depends on the quality of the people we bring into the organization. We're looking for a hands-on Talent Acquisition Manager who can own corporate and leadership recruiting from beginning to end. This isn't a role where you hand sourcing to one person, scheduling to another, and administration to a coordinator. You own the search — all of it.
You'll partner directly with senior leaders, understand the business behind each hire, build talent pipelines rather than wait for applicants, and use market intelligence to influence hiring decisions. You'll also manage the details that create an exceptional candidate and hiring-manager experience: sourcing, screening, scheduling, ATS updates, interview preparation, communication, offers and follow-through.
If you love recruiting but have reached the point where you think the administrative work is beneath you, this probably isn't the role. If you believe great recruiters own both the strategy and the execution, keep reading.
What You'll Own
Benefits
- Childcare Benefit
- 401(k)
- 401(k) matching
- Company parties
- Competitive salary
- Dental insurance
- Free food & snacks
- Health insurance
- Opportunity for advancement
- Paid time off
- Signing bonus
- Training & development
- Tuition assistance
- Vision insurance
- Wellness resources
The Learning Experience is growing across the U.S. and UK, and the quality of our growth depends on the quality of the people we bring into the organization. We're looking for a hands-on Talent Acquisition Manager who can own corporate and leadership recruiting from beginning to end. This isn't a role where you hand sourcing to one person, scheduling to another, and administration to a coordinator. You own the search — all of it.
You'll partner directly with senior leaders, understand the business behind each hire, build talent pipelines rather than wait for applicants, and use market intelligence to influence hiring decisions. You'll also manage the details that create an exceptional candidate and hiring-manager experience: sourcing, screening, scheduling, ATS updates, interview preparation, communication, offers and follow-through.
If you love recruiting but have reached the point where you think the administrative work is beneath you, this probably isn't the role. If you believe great recruiters own both the strategy and the execution, keep reading.
What You'll Own
- Full-Cycle Recruiting
- Own corporate and leadership searches from intake through accepted offer, including sourcing, screening, interview coordination, candidate communication, ATS management, references and offer negotiation.
- Proactive Sourcing & Talent Mapping. Identify and engage talent through LinkedIn Recruiter, competitive research, referrals, networking and direct outreach. Build relationships with people we may need before we have an open position.
- Maintain CareerPlug (ATS) and our recruiting processes accurate and current.
- Schedule interviews, maintain candidate dispositions, prepare interview materials, document decisions, communicate updates and close the loop.
- Candidate experience and every touchpoint that represents our EVP - Happy Happens Here!
- Partner with hiring leaders to define what great looks like, distinguish true requirements from preferences, and build a search strategy based on the talent market.
- When the market tells us something different from what we expected, bring the data, a point of view and a recommendation.
- Talent Intelligence
- Understand where talent sits, what competitors are doing, compensation realities and how difficult a search is likely to be. Turn that information into better hiring decisions.
- Partner with the SVP of Talent and business leaders to understand upcoming hiring needs and begin building pipelines to support effective workforce planning.
- Build thoughtful shortlists based on fit and potential — not activity. Conduct meaningful screens, assess against competencies and business needs, and provide a clear recommendation on who should advance and why.
- Guide hiring managers through interviewing, calibration and selection. Push for clarity when needed and help leaders make informed decisions without becoming the decision-maker for them.
- 5 years of progressive full-cycle corporate recruiting experience
- Demonstrated success independently sourcing and closing professional, leadership and hard-to-fill roles
- Strong LinkedIn Recruiter and direct-sourcing capability
- Experience partnering with Director, VP and executive-level hiring leaders
- Ability to conduct market research and translate talent-market information into hiring recommendations
- Strong interviewing and candidate-assessment skills
- Excellent candidate and stakeholder communication
- Comfort owning recruiting administration and ATS discipline
- Ability to manage multiple searches without sacrificing candidate quality or follow-through
- Strong judgment and the confidence to respectfully challenge assumptions
- Experience with CareerPlug or another ATS is helpful; the ability to quickly master technology is more important
Salary : $90,000 - $110,000