Senior Manager, Recruiting

📋 Description

• • Own the full-cycle recruiting engine for Tapcheck, a fast-growing fintech that is redefining how employees access their earned wages. You will architect, execute, and continuously refine a talent acquisition strategy that scales from Series B to IPO and beyond, ensuring every hire raises the bar on our mission to improve financial wellness.
• • Partner directly with the VP, People and the executive team to translate aggressive product roadmaps and revenue targets into quarterly hiring plans. You will forecast headcount 6–12 months ahead, model funnel metrics, and present scenario-based plans that balance speed, quality, and cost.
• • Build and lead a high-performing recruiting pod (currently 3–5 recruiters and sourcers) through coaching, data-driven feedback, and hands-on support on the most critical requisitions. You will set clear KPIs (time-to-fill, offer-accept, diversity mix, candidate NPS) and run weekly pipeline reviews that turn red flags into action items within 24 hours.
• • Design repeatable, candidate-centric processes that feel human at scale. You will map every touchpoint—from first outreach to Day 1 onboarding—remove friction, and introduce automation (ATS workflows, scheduling bots, one-way video screens) without sacrificing the personal touch that makes candidates rave about Tapcheck.
• • Own employer-brand storytelling across LinkedIn, Glassdoor, Built-In, and niche fintech communities. You will craft authentic narratives that highlight our culture of humility, grit, and growth, launch targeted campaigns for under-represented groups, and turn every employee into a brand ambassador through referral contests and social toolkits.
• • Act as a strategic talent advisor to hiring managers across Engineering, Product, Sales, Marketing, and G&A. You will teach behavioral interviewing, inclusive evaluation rubrics, and closing techniques so managers can confidently own the final “yes” while you quarterback logistics and candidate experience.
• • Source purple-squirrel profiles for hard-to-fill roles (senior backend engineers fluent in Go & Kafka, fintech compliance counsel, enterprise AE’s with HCM integrations experience) using boolean strings, talent maps, and community engagement. Expect to carry a small requisition load of VIP roles to stay sharp and lead by example.
• • Drive diversity, equity, and inclusion in every hire. You will set representation goals, expand sourcing channels (HBCUs, women-in-tech bootcamps, veteran transition programs), and audit job descriptions for biased language. Quarterly DEI dashboards will be your scoreboard.
• • Leverage data to tell the story of recruiting ROI. You will build Looker dashboards that track funnel conversion, source effectiveness, cost-per-hire, and quality-of-hire (first-year performance ratings, 90-day retention). Insights will directly influence budget allocation and process pivots.
• • Ensure airtight compliance with EEOC, OFCCP, and state-level pay-equity laws. You will own background-check workflows, I-9 verifications, and immigration case management (while knowing that we do not sponsor new visas at this time).
• • Champion continuous improvement. You will pilot AI sourcing tools, experiment with async interviews, and run quarterly retros to ask “what should we double-down on or kill?” Your roadmap will be a living document that evolves with our culture and the labor market.
• • Thrive in a hybrid environment. If you sit within 30 miles of Plano, TX, you will energize the office culture Tuesday–Thursday; if remote, you will master Zoom, Slack huddles, and asynchronous updates to keep stakeholders aligned across 28 approved states.