Talent Acquisition Manager job description.
A Talent Acquisition Manager leads an organization's recruiting strategy and team, ensuring open roles are filled with qualified candidates efficiently and cost-effectively. They design sourcing strategies, manage recruiters, and partner with hiring managers to align hiring plans with business goals. The role also oversees employer branding and recruiting metrics.
The Talent Acquisition Manager job description · $29
The full editable .docx — role summary, 8 worked responsibilities, qualifications, and skills, formatted for your letterhead. Delivered to your inbox within 24 hours — usually instantly.
Role: Talent Acquisition Manager Reports to: HR Director or VP of Human Resources
A Talent Acquisition Manager leads an organization's recruiting strategy and team, ensuring open roles are filled with qualified candidates efficiently and cost-effectively. They design sourcing strategies, manage recruiters, and partner with hiring managers to align hiring plans with business goals. The role also oversees employer branding and recruiting metrics.
- Develop and execute the organization's talent acquisition strategy
- Lead, coach, and manage a team of recruiters and sourcers
- Partner with hiring managers to define role requirements and hiring plans
What's inside the document.
One-paragraph plain-English explanation of the role's outcome and scope.
8 responsibilities phrased the way the work is actually done.
4 qualifications a candidate must have to perform on day 30.
3 qualifications that would make a candidate excellent in year two.
6 skill chips you can copy directly into your ATS.
HR Director or VP of Human Resources
A complete document set.
- Word document (.docx) — fully editable
- PDF — signature-ready
- Google Docs — one-click copy to your Drive
- 12 months of updates to this document
- Commercial-use licence for internal and client work
The work, not the title.
- Develop and execute the organization's talent acquisition strategy
- Lead, coach, and manage a team of recruiters and sourcers
- Partner with hiring managers to define role requirements and hiring plans
- Oversee the full-cycle recruiting process from sourcing to offer
- Track and report recruiting metrics such as time-to-fill and cost-per-hire
- Build and maintain relationships with staffing agencies and universities
- Champion employer branding initiatives to attract top talent
- Ensure hiring practices comply with employment law and DEI goals
Required — and what would make a candidate excellent.
- 5+ years of recruiting experience, including 2+ years in a leadership role
- Proven experience managing full-cycle recruiting for multiple roles
- Strong knowledge of ATS platforms and sourcing tools
- Excellent stakeholder management and communication skills
- Bachelor's degree in human resources or business
- PHR/SPHR or SHRM-CP/SCP certification
- Experience recruiting in a high-growth or multi-site organization
Eight steps from download to publish.
- 01Open the Talent Acquisition Manager job description in Word or your one-click Google Docs copy.
- 02Replace placeholders for company name, reporting line, and location with your specifics.
- 03Tighten the summary to one paragraph that names the team's outcome, not just the role.
- 04Edit the responsibilities to match the actual scope of the seat — aim for 6 to 8 items, not 12.
- 05Separate required qualifications from preferred. Required is what a candidate must have to do the work on day 30; preferred is what would make them excellent in year two.
- 06Add salary range guidance using BLS, Payscale, or your own band data — do not copy generic figures.
- 07Have the hiring manager and one peer read it. Cut anything that wouldn't survive a candidate question.
- 08Publish to your ATS, intranet, and external careers page.
The right document at the right moment.
Use this Talent Acquisition Manager job description any time you are opening or reopening a seat at this level. The senior band sets the calibration — copy the document, tighten it to your specific scope, and circulate to the hiring panel before the first interview.
The reporting line (HR Director or VP of Human Resources) and skills list are starting points. Override either if your org structure or stack differs from the norm — the template is a draft, not a contract.
Honest answers before you download.
- How does this role differ from a Talent Acquisition Specialist?
- The Manager sets overall recruiting strategy and leads a team, while the Specialist focuses on executing sourcing and full-cycle recruiting for individual roles.
- What's a realistic experience requirement?
- Most employers look for at least five years of recruiting experience with some direct team leadership or project ownership.
Other documents in this neighbourhood.
Talent Acquisition Specialist
A Talent Acquisition Specialist manages the full recruiting cycle for assigned roles, from sourcing candidates to coordinating offers.
HR Manager
An HR Manager runs the people function for a team or business unit — recruiting, employee relations, performance, compensation, and the day-to-day HR operation.
Recruiter
A Recruiter manages the end-to-end hiring process, from sourcing candidates to extending offers.
This Talent Acquisition Manager job description is a professionally drafted starting point for your hiring process and is not legal advice. Hiring practice varies by jurisdiction (e.g. pay-transparency laws differ across US states and AU jurisdictions). Adapt this document for your specific location and have employment counsel review any clauses you add before publishing. Salary varies by region, employer type, and experience. Reference BLS or current industry surveys for ranges. Full disclaimer.