Mgr, Talent Acquisition 5

The Opportunity This is a high impact leadership role at the heart of the Customer Experience Orchestration (CXO) business , supporting the engineering teams that build the platforms enabling enterprises to deliver personalized, data driven customer experiences on a global scale . As Senior Manager, Talent Acquisition , you will reshape how world class engineering talent is identified , assessed, and hired —directly influencing CXO’s ability to scale AI/ML, Platform, Cloud, Security, Data, and Core Engineering capabilities that power mission critical customer experiences. You’ll lead the AMER engineering recruiting organization while setting the bar for global hiring excellence , consistency, and predictability. This role is equal to parts strategist, operator, and executive advisor —designed for a leader who thrives in complex, fast moving environments where technology, data, and innovation intersect. This is not about filling roles. It’s about building a hiring engine that fuels the future of Digital Experience. What You’ll Do Transform Talent Strategy into Business Impact Translate CXO Engineering’s platform strategy, product evolution, and operating model shifts into forward l ooking hiring plans, capacity models, and skills-based talent strategies . Anticipate talent risks and opportunities by delivering market intelligence, compensation insights, and long-range demand forecasts across highly competitive technical domains. Use data and insight to elevate prioritization, improve calibration, and enable predictable, high q uality hiring outcomes aligned to CXO business goals. Be a True Executive Partner Serve as a trusted Talent Acquisition advisor to CXO Engineering leaders, providing insight that informs decisions shaping the future of CXO platforms and capabilities. Drive adoption of unified hiring models, structured interviews, and consistent assessment standards that raise quality, fairness, and confidence at scale. Partner deeply with HRBPs, Finance, and Compensation to align headcount strategy, leveling, and investment tradeoffs in support of CXO growth priorities. Build a Scalable, High Velocity Hiring Engine Own end t o end AMER engineering hiring delivery while tightly partnering with regional and global TA leaders. Drive continuous improvement across interview readiness, reschedules, funnel quality, reporting accuracy, and hiring speed . Design and operationalize repeatable mechanisms —role tiering, capacity planning, backlog management, and standardized workflows—that scale with the complexity and pace of the CXO business. Create Accountability Through Data & Discipline Establish and uphold clear KPIs across time to fill, funnel health, readiness, and quality . Drive disciplined execution across recruiters, coordinators, sourcing partners, and engineering leaders. Deliver clear, executive ready insights that enable fast, informed decisions and build trust with CXO leadership. Lead, Grow, and Inspire Talent Leaders Coach and develop a high performing team of Talent Partners and Talent Coordinators supporting critical CXO engineering domains. Build an inclusive, psychologically safe culture that balances high expectations with genuine care , particularly during periods of rapid change and growth. Model ownership, clarity, and excellence—elevating how Talent Acquisition shows up as a strategic function within Customer Experience Orchestration . What You Bring 8 year’s managing talent partner technical teams Currently h ands on active ly recruiting on technical roles A proven ability to advise senior engineering leaders using data, market intelligence, and business context Strong executive influence skills—able to align stakeholders and drive meaningful change without authority Experience leading complex, multi team recruiting operations in fast moving, enterprise s cale environments Deep expertise in structured assessment, funnel diagnostics, and scalable process design . A reputati ... (truncated, view full listing at source)