Senior Manager of Talent Acquisition

We are seeking a player-coach style Senior Manager of Talent Acquisition to own and elevate our global recruitment function. This is an owner-operator role: you will lead by example, personally closing roles, while managing a small team of recruiters and overseeing operational excellence across all open roles. Reporting to the VP of People, you will continuously refine how recruitment operates at Karbon - from candidate experience to process optimization, reporting, and AI integration.

At the core, this role needs someone who:

• is obsessed with data and making recruitment more scientific
• a stickler for attention to detail 
• a true talent partner not an order taker
• thinks AI-first and constantly look for ways to use AI to improve efficiency and delivery.

• Lead and scale the recruiting function with a sales-operator mindset, setting clear monthly and quarterly hiring targets aligned to headcount plans and business priorities.
• Manage recruiting performance like a revenue organization, using ramp expectations, activity targets, and pipeline coverage ratios to drive predictable hiring outcomes.
• Establish and maintain data-driven management systems that monitor pipeline health, diagnose breakdowns, and trigger tactical interventions to improve velocity, conversion, and quality.
• Own and continuously refine recruitment forecasting, translating workforce plans into executable hiring models and regularly validating forecast accuracy against real-time pipeline data.
• Partner closely with People, Finance, and business leaders to proactively identify hiring risk, capacity constraints, and market signals—adjusting plans before targets are missed.

• Lead as a player-coach, personally closing roles while scaling recruiter output through clear expectations, structured coaching, and real-time inspection.
• Set and uphold a high talent bar, balancing accountability with development and investing deeply in recruiter growth and performance.
• Create a culture of ownership, urgency, and continuous improvement, where recruiters understand their numbers and are accountable to outcomes—not just effort.
• Implement consistent coaching cadences, pipeline reviews, and performance feedback loops to drive sustained improvement at both the individual and team level.

• Partner cross-functionally with functional leaders to define hiring priorities, align on profiles, and execute against hiring targets with discipline and transparency.
• Drive executive-level visibility into recruiting performance, presenting regularly on hiring progress, forecast accuracy, risks, and recommendations.
• Act as a trusted advisor to leadership, using data to influence decisions on timing, scope, and sequencing of hiring.

• Own and report on key recruiting KPIs, including:
  • Hires per month / quarter
  • Time-to-fill and time-to-start
  • Recruiter productivity and capacity
  • Pipeline coverage and conversion rates
  • Offer acceptance rate
  • Quality and durability of hire
• Use these metrics to continuously tune the recruiting engine and improve predictability, efficiency, and outcomes.

Innovation & AI Integration

• Think AI-first, leading in the experimentation and use of AI tools to improve every aspect of our talent process.
• Drive special projects to mature the recruitment function (e.g., new assessments, hiring manager enablement, employer branding).
• Keep our partners accountable to provide us the best service by holding regular meetings with the vendors we use for our talent processes i.e. Greenhouse, Xref etc.

• A hands-on recruiting expert who leads by doing and consistently delivers high-quality hires.
• A structured operator who can manage a hiring dashboard, enforce standards, and elevate recruiter performance.
• A coach at heart who gives direct feedback, holds high standards, and grows people through clarity and support.
• A curious problem-solver who uses data and experimentation to drive better hiring outcomes.

• 5+ years in talent acquisition, with at least 1–2 years in a managerial or team lead role.
• Ability to lead, motivate, and coach a small team to success, getting in and getting things done yourself if needed.
• Demonstrated excellence as a full-cycle recruiter in SaaS.
• Proven ability to drive recruiting systems (ideally Greenhouse) and produce meaningful, accurate reports and actions as a result.
• AI-first mindset, experimenting and implementing AI-driven models to create efficiency. 
• Experience building scalable, high-integrity recruiting processes in a fast-paced environment.
• Strong ability to influence stakeholders and build hiring capability across the business.
• Deep commitment to inclusive hiring and a growth mindset.

• Gain global experience across Australia, New Zealand, UK, and Canada
• Strong benefits package including:
• Flexible Time Off with an encouraged 4 weeks use per year
• Company paid medical for you and eligible spouse/partner and dependents
• Paid dental and vision and eligible spouse/partner and dependents
• 401(k) with company matching
• Flexible Spending Account
• Up to 8 weeks paid parental leave
• Work-from-home stipend
• Work with (and learn from) an experienced, high-performing team
• A collaborative, team-oriented culture that embraces diversity, invests in development and provides consistent feedback
• Be part of a fast-growing company that firmly believes in promoting high performers from within