Sr. Manager, Talent Acquisition

The Sr. Manager, Talent Acquisition at Nutrafol will oversee the full recruitment lifecycle, ensuring a smooth process from sourcing to closing hires. You’ll manage candidate communication, recruitment metrics, and agency relationships, while also coaching your team and improving TA processes to align with our spirit of innovation.

Candidates must have 8-12 years of full-cycle recruitment experience, with specific expertise in hiring for diverse roles such as Finance, Tech, and Marketing. Experience managing Director through Executive level searches and familiarity with ATS systems like Greenhouse is also required to succeed in this role at Nutrafol.

Nutrafol places a strong emphasis on candidate experience by maintaining timely communication and logistics throughout the interview process. The Sr. Manager, Talent Acquisition will ensure that candidates feel respected and informed at all stages, which contributes positively to our brand’s reputation.

Nutrafol embraces a culture of wellness, growth, and innovation. As a remote company, we support individuality and collaboration, encouraging team members to contribute creatively and challenge existing methods to advance in their respective fields.

Yes, Nutrafol offers various perks such as a comprehensive benefits package, flexible PTO, a monthly wellness stipend, and free access to wellness resources. Additionally, employees enjoy free lunches twice a week and a stipend for continued learning and development, showcasing Nutrafol's commitment to employee growth.

When managing high-volume recruitment, I prioritize organized communication and scheduling, utilizing an ATS to streamline processes and ensure that I’m always one step ahead in managing candidate relationships and expectations.

Certainly! In my previous role, I identified bottlenecks in the interview scheduling process and implemented an automated scheduling tool, which resulted in a 30% decrease in time-to-hire and significantly improved candidate satisfaction.

I focus on employer branding through social media and employee testimonials, alongside building relationships with potential candidates. Highlighting company culture and the unique value propositions can make a significant difference in attracting top talent.

Ensuring compliance involves staying updated on employment laws and implementing standardized practices in recruiting. I also focus on training hiring managers on equitable practices to avoid biases during the selection process.

Key metrics include time-to-fill, quality of hire, and candidate satisfaction scores. These metrics help in assessing the effectiveness of our recruitment strategies and highlight areas for improvement.

I have successfully managed various agency partnerships by evaluating their strengths and weaknesses and establishing clear expectations for deliverables, which helped in sourcing qualified candidates efficiently.

I maintain open lines of communication and provide regular updates on the hiring process. Understanding their needs and adapting my approach based on their feedback fosters a collaborative environment.

Diversity is crucial in recruitment. I actively seek diverse candidates to improve team performance and innovation. Developing targeted outreach initiatives ensures a wider talent pool and promotes inclusivity.

In challenging situations, I prioritize empathy and open communication. I work to clarify misunderstandings or concerns and strive to find solutions that satisfy both candidates and hiring teams.

I rely on applicant tracking systems like Greenhouse for tracking candidates efficiently, alongside productivity tools such as Google Suite and task management apps to keep organized and on schedule with tasks.