Sr. Manager, Talent Acquisition

About the Role
We are seeking a strategic, hands-on Senior Manager, Talent Acquisition to lead and evolve our talent acquisition function during a period of growth and transformation. This is a player-coach role: you will manage a high-performing TA team while personally recruiting for critical, executive, and hard-to-fill roles.
Beyond day-to-day recruiting, you will support evaluating emerging recruiting technologies and provide thought leadership on current and future TA practices, tools, and risks.
At Icertis, we hire, grow, and recognize people for the seven AI-First Attributes. In this leadership role, you are expected to model all seven and use them as the lens for how you recruit, assess, and build your team.

What You Will Do

• Lead, develop, and mentor a high-performing Talent Acquisition team of approximately 3–5 recruiters, setting clear expectations and building a culture of accountability and continuous improvement.

• Personally manage a small requisition load of critical, executive, confidential, and hard-to-fill roles, staying close to labor market and candidate realities as a hands-on player-coach.

• Build proactive pipelines through sourcing, market mapping, and relationship-driven engagement for current and anticipated hiring needs.

• Partner with executive leaders, Finance, and HRBPs on workforce planning to anticipate future talent needs and identify capability, skills, and succession gaps before they impact the business.

• Act as the organization’s labor market intelligence expert — translating market data and internal workforce analytics into recruiting strategies and hiring recommendations for leadership.

• Support the evaluation and adoption of AI-enabled recruiting tools, automation, and talent intelligence platforms to improve pipeline quality, hiring speed, and candidate experience.

• Safeguard hiring integrity against emerging risks — including candidate fraud, identity theft, deepfakes, avatar-based interviews, and AI-generated or cloned candidate identities — by implementing verification methods and partnering with HR, Legal, and Security.

• Serve as an internal thought leader on talent acquisition, educating leaders on current and trending recruiting practices, tools, challenges, and future-of-work developments.

• Partner with Marketing and HR to strengthen the employer brand and deliver an exceptional, inclusive candidate experience across the recruitment funnel.

What You Will Bring

• Bachelor’s degree strongly preferred, or an equivalent combination of professional experience, demonstrated capabilities, and relevant training.

• 15+ years of experience preferred; 10+ years of full-cycle talent acquisition experience, including hands-on recruiting of executive and business-critical roles. 5+ years leading talent acquisition teams; proven success balancing strategic advisory with hands-on execution.

• Recent experience in a rapid-growth, fast-paced SaaS or enterprise software environment; strong experience partnering with C- and V-level leaders.

• Working knowledge of labor market intelligence, workforce planning, and talent analytics to inform recruiting strategy.

• Demonstrated ability to leverage AI-enabled recruiting tools and automation, with awareness of emerging risks such as candidate fraud, deepfakes, and identity theft.

• Experience with the Oracle Recruiting module (Oracle Recruiting Cloud / ORC) a plus.

• Firsthand experience of a recruiting tool implementation is a plus

• Experience with LinkedIn Recruiter, talent intelligence platforms, and enterprise ATS tools.

The Icertis AI-First Attributes You Will Model

Icertis has moved from legacy competencies to seven enduring AI-First Attributes. As a leader, you are expected to demonstrate all seven and embed them into how you hire, coach, and recognize talent:

• Judgement — Weigh risk, business impact, and trade-offs — and know when to trust or override AI. Make sound hiring calls under uncertainty and know when to challenge an AI-generated shortlist.

• Curiosity — Question how work is done and ask, “Is there a better way?” Continuously redesign sourcing and recruiting workflows using AI rather than accepting legacy practice.

• Communication — Explain decisions clearly — to humans, stakeholders, and AI systems. Translate labor market and pipeline data into clear guidance for hiring managers and executives.

• Collaboration — Connect and build teams across functions and human + agent teams. Partner across HR, Finance, Legal, and the business, and orchestrate recruiters