About this role.
This Senior Manager, Talent Acquisition role leads the operational delivery of full-lifecycle recruiting for both proposal-stage and active government-contract hiring. The position owns recruiting operations, ATS/HRIS administration, KPI and SLA reporting, vendor management, compliance readiness, and development of a distributed TA team. It partners closely with the Director of HR to translate workforce forecasts into sourcing and hiring plans. The employer seeks an experienced TA leader with government contracting exposure, Greenhouse administration skills, EEO/OFCCP knowledge, and strong executive communication.
Role DNA
A quick view of the complexity, pace, ownership and collaboration implied by the job description.
Job Complexity
5/5Pace & Pressure
5/5Autonomy Level
5/5Communication Load
5/5Salary analysis
Estimated compensation compared with the broader US market for similar roles.
Core skills
Skills and capabilities most closely associated with this opportunity.
Sample interview questions
I partner with business and HR leaders to validate headcount assumptions, hiring timing, skill requirements, and risk areas. I then create pipeline plans by role family, define sourcing channels and capacity needs, and review progress through regular forecast-to-fill dashboards.
I establish a balanced framework that includes time-to-fill, aging requisitions, funnel conversion, source quality, offer-acceptance rate, candidate experience, and recruiter capacity. I define clear data standards in the ATS, publish recurring dashboards, and use the results to prioritize process improvements and stakeholder actions.
I begin with an audit of workflows, permissions, data quality, reporting gaps, and user pain points. I then prioritize configuration improvements that simplify requisition intake, standardize interview processes, improve compliance documentation, and automate reporting while maintaining appropriate governance.
I set clear service expectations, performance metrics, communication cadences, and contractual terms before work begins. I routinely assess partners on speed, quality, diversity of pipelines, submission-to-hire conversion, and cost effectiveness, then address gaps through improvement plans or changes in vendor allocation.
I build compliance requirements into the recruiting workflow rather than treating them as a final audit activity. This includes consistent disposition practices, documented selection criteria, retention controls, regular ATS audits, stakeholder training, and close coordination with HR, legal, contracts, and security teams.
Company Summary
Arlo Solutions (Arlo) is an information technology consulting services company that specializes in delivering technology solutions. Our reputation reflects the high quality of the talented Arlo Solutions team and the consultants working in partnership with our customers. Our mission is to understand and meet the needs of both our customers and consultants by delivering quality, value-added solutions. Our solutions are designed and managed to not only reduce costs, but to improve business processes, accelerate response time, improve services to end-users, and give our customers a competitive edge, now and into the future.
Position Overview
The Senior Manager, Talent Acquisition owns operational management of the full-lifecycle recruiting function — translating TA strategy into a running, measured operation across both pre-award (business development / proposal-stage) and post-award/internal (active contract delivery, Headquarters) hiring. This role is the operational backbone of TA and owns the ATS/HRIS environment the function runs on, builds and reports the KPI framework leadership uses to gauge hiring health, manages all TA vendor and staffing-partner relationships, and owns TA’s compliance posture. The Senior Manager partners directly with the Director of HR on workforce and pipeline strategy so recruiting execution and broader HR workforce planning. This is a primarily remote position; some travel will be required to represent the company at recruitment events, job fairs, and conferences.
Work Location: Remote
Clearance: N/A
Job Responsibilities and/or Success Factors
- Own day-to-day operations of the TA function — staffing cadence, requisition flow, SLA adherence, and escalation resolution across pre-award and post-award hiring
- Partner with the Director of HR on workforce and pipeline strategy, translating headcount forecasts and contract growth into proactive sourcing plans
- Own the TA KPI framework (time-to-fill, offer-acceptance rate, pipeline health) and present performance data to leadership
- Drive process improvement across the recruiting lifecycle and own the JD library, interview guides, and sourcing playbooks
- Manage TA vendor and staffing-partner relationships, including contract negotiation and performance accountability
- Support HR with EEO/OFCCP recordkeeping, clearance-related hiring requirements, and audit readiness
- Own ATS administration and partner with I.T. to drive the systems roadmap to support automation and reporting capabilities
- Directly manage and develop the TA team, including performance management and career development
- Represent the company at recruitment events, job fairs, and industry conferences as needed
Core Capabilities
- Operational leadership: runs a multi-workstream function with competing SLAs and stakeholders
- Data fluency: builds and interprets KPI dashboards, not just reads them
- Vendor negotiation & contract management: comfortable owning cost and performance accountability for external partners
- Compliance literacy: working knowledge of EEO/OFCCP and clearance-related hiring rules
- ATS/HRIS administration: systems thinking, not just user-level familiarity
- Executive communication: comfortable presenting performance data and recommendations to senior leadership
- Remote team management: effective at leading and developing direct reports in a fully distributed environment
Education and Minimum Qualifications
- 10+ years in Talent Acquisition, including 5+ years directly managing people in a TA leadership or recruiting-ops capacity
- Experience recruiting in a government contracting / cleared environment strongly preferred (pre-award and post-award hiring)
- Hands-on ATS administration experience (Greenhouse preferred) — configuration, reporting, and workflow design
- Demonstrated experience managing vendor/staffing-partner relationships and contracts
- Demonstrated ability to build and present KPI/SLA frameworks and dashboards to leadership
- Understanding of EEO/OFCCP compliance requirements in a government-contracting environment
- Strong stakeholder management skills — comfortable partnering with the Director of HR, PMs, Contracts, Finance, and customers
- Comfortable working fully remote with periodic travel for recruitment events, job fairs, and conferences
Preferred Qualifications
- Experience recruiting in a government contracting / cleared environment (pre-award and post-award hiring)
- Experience implementing recruiting automation or AI-assisted screening tools
- Familiarity with subcontractor / Staffing Partner engagement models
- HR or TA-related certification (e.g., AIRS, SHRM-CP) a plus
AAP Statement
We are proud to be an Affirmative Action and Equal Opportunity Employer and as such, we evaluate qualified candidates in full consideration without regard to race, color, religion, sex, sexual orientation, gender identity, marital status, national origin, age, disability status, protected veteran status, and any other protected status.
Annual salary information is not provided for this position. Explore salary ranges for similar roles in our Salary Directory ›
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