TA Team Lead

📋 Description

• • Own the entire recruiting engine at Blacksmith Agency, turning hiring into a strategic growth lever. You’ll translate revenue and capacity forecasts into quarterly hiring priorities, pressure-test unrealistic timelines, and ensure every req maps to a clear business outcome.
• • Act as a true player-coach: personally run full-cycle recruiting for the most critical and hard-to-fill roles (think senior AEs, delivery PMs, and operations leaders) while simultaneously managing and mentoring 2-3 recruiters. You’ll model best-in-class sourcing, screening, and closing techniques every day.
• • Set and guard the hiring bar. Review every recruiter assessment, calibrate interview scorecards, and step in when quality is at risk. You’ll have the authority—and the obligation—to push back on any hire that doesn’t meet standards, even when leadership is breathing down your neck.
• • Build repeatable recruiting playbooks for high-volume roles (SDRs, AEs, PMs, specialists) that include sourcing scripts, knockout questions, interview guides, and offer templates. Your goal: cut time-to-fill by 30% without sacrificing candidate quality.
• • Own the ATS (Greenhouse) like a product manager: keep data pristine, automate workflows, and generate weekly dashboards that show pipeline health, recruiter productivity, and forecast accuracy. You’ll turn messy spreadsheets into a single source of truth leadership trusts.
• • Train and hold hiring managers accountable. Run live interview-training sessions, enforce two-way feedback SLAs, and sit in on final hiring calls as a thought partner. When managers miss deadlines or lower the bar, you’ll deliver direct feedback and reset expectations.
• • Curate an honest, differentiated employer brand. Craft JDs that reflect real day-to-day expectations, design candidate comms that feel human, and protect Blacksmith Agency’s reputation as a selective, well-run company where top performers thrive.
• • Close the feedback loop with operations. Ensure every new hire has a clean onboarding handoff, then track 30-60-90-day performance and retention. Use that data to refine screening criteria and coach recruiters on where their judgment was spot-on—or off.
• • Drive metrics that matter: quality of hire (ramp time, quota attainment, retention), time-to-fill under 35 days for standard roles, recruiter consistency (≥4 qualified candidates per req within first week), and hiring-manager NPS ≥8/10.
• • Champion a culture of high ownership. Celebrate wins publicly, conduct blameless post-mortems on misses, and invest in each recruiter’s growth path—whether that’s mastering outbound sourcing, learning closing psychology, or stepping into leadership themselves.
• • Stay ahead of market trends. Test new sourcing channels (e.g., niche Slack communities, alumni networks, competitor mapping), experiment with AI tools to speed up boolean searches, and share weekly talent-market intel with the exec team.
• • Protect candidate experience like a brand campaign. Every rejected candidate should leave the process saying, "I didn’t get the job, but I’d refer my smartest friend here." You’ll measure this with post-interview surveys and a public Glassdoor rating north of 4.5.
• • Finally, act as the cultural gatekeeper. You’ll ensure every hire raises the collective bar, aligns with Blacksmith’s core values (high standards, direct communication, relentless execution), and adds new firepower to the rocket ship—not extra weight.