Senior Manager, Talent Acquisition

<table width="655"> <tbody> <tr> <td width="201"> <p><strong>Job Title</strong></p> </td> <td width="455"> <p>Senior Manager, Talent Acquisition</p> </td> </tr> <tr> <td width="201"> <p><strong>Department</strong></p> </td> <td width="455"> <p>People Ops: Talent Center of Excellence</p> </td> </tr> <tr> <td width="201"> <p><strong>Job Level</strong></p> </td> <td width="455"> <p>P4, Exempt</p> </td> </tr> </tbody> </table> <p>&nbsp;</p> <p><strong>Our Mission</strong></p> <p>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.</p> <p><strong>&nbsp;</strong></p> <p><strong>Position Description:</strong></p> <p>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.</p> <p>&nbsp;</p> <p>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.</p> <p>&nbsp;</p> <p>&nbsp;</p> <p><strong>Duties &amp; Responsibilities:</strong></p&