About the Role

The Senior Manager – Talent Acquisition will be instrumental in achieving Gruve's growth by leading end-to-end recruitment. You will design hiring strategies, build a high-performing TA team, and partner with leadership to secure top-tier talent through data-driven decisions, directly shaping our company's foundation and culture.

Key Responsibilities:

Talent Strategy & Planning

• Partner with business leaders and HRBPs to define short- and long-term hiring goals aligned with business priorities.

• Develop and implement scalable recruitment strategies to attract top talent across functions and geographies.

• Build workforce plans, hiring forecasts, and dashboards to drive data-led discussions and decision-making.

Leadership & Team Development

• Lead, mentor, and upskill a team of recruiters and coordinators, fostering a culture of performance, collaboration, and continuous learning.

• Drive recruiter enablement through process improvements, capability building, and performance metrics.

Stakeholder Management

• Act as a trusted advisor to hiring managers and senior leadership, providing market insights, compensation benchmarking, and recommendations.

• Partner cross-functionally with HR, Finance, and business units to ensure a seamless hiring experience.

Operational Excellence

• Own full cycle recruiting for critical and senior roles, ensuring efficiency and quality of hires.

• Optimize tools, systems, and workflows (ATS, dashboards, SLAs) to enhance hiring velocity and experience.

• Ensure recruitment processes are inclusive, compliant, and aligned with Gruve’s values.

Employer Branding & Candidate Experience

• Champion Gruve’s employer brand through social media, events, and candidate engagement initiatives.

• Build a superior candidate experience journey from sourcing to onboarding.

• Collaborate with marketing and communications teams to amplify Gruve’s brand presence in the talent market.

Analytics & Insights

• Track and analyze recruitment metrics (time-to-hire, cost-per-hire, source effectiveness, diversity metrics).
• Present insights and recommendations to leadership on hiring trends, talent availability, and competitive landscape.

Basic Qualifications:

• 14-16 years of Talent Acquisition experience, with at least 5 years in a leadership or people management role.

• Proven experience in scaling tech or product hiring within fast-paced, high-growth environments.

• Strong understanding of recruitment analytics, workforce planning, and hiring operations.

• Excellent stakeholder management, communication, and influencing skills.

• Hands-on experience with ATS (e.g., Greenhouse) and recruitment tools.

• Passion for building high-performing teams and driving a candidate-first culture.

What you will be your success measure?

• Interview-to-Hire Ratio: Measures the efficiency of selection process.
• Quality of Hire (Crucial for a senior role):
  • New Hire Performance: e.g., percentage of new hires rated 'meets or exceeds expectations' at 6/12 months.
  • Retention: First-year attrition rate of new hires.
  • Hiring Manager Satisfaction: Measured via survey scores (e.g., NPS or satisfaction %).
• Candidate Experience:
  • Candidate Satisfaction Score (CSAT): Post-process feedback from candidates (both successful and unsuccessful).
• Sourcing & Pipeline Health:
  • Source of Hire & Source Quality: Which channels (referrals, LinkedIn, direct, etc.) yield the best candidates.
  • Pipeline Strength: Number of qualified candidates in the pipeline for key roles.
• Diversity & Inclusion:
  • Diversity Sourcing & Hire Rate: Percentage of diverse candidates in the pipeline and ultimately hired.

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