Manager, Talent Acquisition

Description

Position Summary: 

The Manager, Talent Acquisition, is responsible for overseeing and optimizing recruitment operations at AdaptHealth while providing direct people management leadership to a team of recruiters. This position manages the operational efficiency of the talent acquisition function, provides guidance and mentorship to recruitment staff, ensures standardization of recruiting processes, and drives performance through metrics and best practices. The Manager will serve as a subject matter expert in recruitment operations, lead career development initiatives for team members, build and maintain strategic talent pipeline relationships, coordinate workflow distribution, monitor team productivity, and ensure consistent delivery of high-quality recruitment services across the organization.

Essential Functions and Job Responsibilities: 

Team Leadership & People Management

• Directly manage, coach, and develop a team of recruiters, providing regular performance feedback, career guidance, and professional development support
• Conduct regular one-on-one meetings with team members to discuss performance, career progression opportunities, and individual development goals
• Lead performance management processes including goal setting, performance reviews, recognition programs, and corrective action when necessary
• Foster a collaborative, high-performing team culture that emphasizes continuous learning, knowledge sharing, and best practice adoption
• Identify skill gaps within the recruiting team and provide targeted coaching, training, and development opportunities
• Support succession planning and internal mobility by preparing recruiters for advancement opportunities within talent acquisition
• Manage team capacity planning, workload distribution, and resource allocation to prevent burnout and maintain service quality

Recruitment Operations Management

• Oversee daily recruitment operations including requisition intake, assignment distribution, and workflow management across the talent acquisition team
• Design, implement, and continuously refine recruitment workflows including requisition intake processes, hiring manager kick-off calls, interview scheduling protocols, and offer management procedures
• Conduct structured intake and kick-off calls with hiring managers to gather role requirements, define success criteria, establish timelines, and align on candidate profiles
• Monitor team performance metrics including time-to-fill, quality of hire, requisition load balance, and individual recruiter productivity
• Conduct regular pipeline reviews with recruiters to assess candidate flow, identify bottlenecks, and provide coaching on challenging requisitions
• Standardize and document recruitment processes, procedures, and workflows to ensure consistency across the organization
• Establish service level agreements (SLAs) for recruitment activities and monitor adherence to defined standards
• Serve as escalation point for complex recruiting situations, offer negotiations, and hiring manager concerns

Strategic Pipeline Development & External Relationships

• Build and maintain strategic relationships with external talent pipeline sources including temporary staffing agencies, contract recruiting firms, colleges and universities, trade schools, and professional organizations
• Establish campus recruiting strategies and relationships with career services departments, faculty, and student organizations
• Create and nurture relationships with vocational training programs, certification bodies, and industry-specific educational institutions
• Negotiate partnership agreements and service level expectations with temporary and contract staffing providers
• Develop employer brand presence within target educational institutions and professional communities
• Maintain ongoing communication with pipeline partners to ensure alignment on talent needs, market conditions, and partnership effectiveness

Technology & Systems Management

• Partner with HRIS and recruitment technology teams to implement system enhancements and troubleshoot technical issues
• Develop and maintain recruiting tools, templates, and resources including interview guides, and sourcing scripts
• Serve as escalation point for complex recruiting situations, offer negotiations, and hiring manager concerns

Analytics, Training & Continuous Improvement

• Analyze recruitment data to identify trends, forecast hiring needs, and recommend process improvements
• Create and deliver training programs for recruiters and hiring managers on interviewing, candidate assessment, ATS usage, and recruitment best prac