[Hiring] Senior Manager, Talent Acquisition @PAR Technology

Role Description

We are seeking a Senior Manager, NA Talent Acquisition, to lead our North America recruiting team and serve as a trusted talent advisor to business leaders and hiring managers across the organization. This role is responsible for translating workforce needs into thoughtful staffing strategies, aligning recruiting resources to business priorities, and driving hiring outcomes across technical, go-to-market, and corporate functions. The successful candidate will bring strong people leadership, recruiting expertise, and operational discipline, with the ability to:

• Coach hiring managers through complex hiring decisions
• Leverage data and insights to improve outcomes
• Balance speed, quality, and candidate experience while leading a high-performing recruiting team

Qualifications

• 8+ years of progressive talent acquisition experience, including leadership of recruiting teams in fast-paced, growing organizations
• Proven track record hiring across technical, GTM, and corporate/business functions simultaneously
• Experience managing a distributed/remote recruiting team
• Strong command of TA metrics (time-to-fill, offer acceptance, quality of hire) and how to use them to drive decisions
• Hands-on experience with modern ATS platforms (Greenhouse, Ashby, Lever, or similar) and a track record of driving adoption of new tools or systems
• Experience partnering with senior leaders and hiring managers on workforce planning, staffing strategy, and hiring prioritization
• Strong ability to influence and hold hiring managers accountable throughout the hiring process
• Comfort operating in ambiguity

Requirements

• Experience using AI, automation, and recruiting technology to improve efficiency and hiring outcomes
• Strong ability to influence hiring leaders and drive accountability throughout the hiring process
• Experience using recruiting metrics and market insights to inform workforce planning and talent decisions
• Demonstrated success leading, coaching, and developing recruiting teams
• Strong commitment to candidate experience, structured hiring, and continuous improvement

Benefits

• Lead and develop a high-performing remote recruiting team by setting priorities, coaching team members, removing obstacles, and ensuring consistent delivery against hiring goals
• Own hiring outcomes end-to-end: deliver hundreds of hires per year across diverse functions and levels while improving time-to-fill and pipeline quality in parallel
• Drive candidate experience and conversion: maintain a best-in-class offer acceptance rate through strong candidate experience and close partnership with hiring teams
• Partner with business leaders and hiring managers to develop thoughtful staffing plans, prioritize hiring needs, assess talent market realities, and align recruiting efforts to business objectives
• Build strong partnerships with hiring managers by setting clear expectations, driving hiring discipline, and ensuring effective decision-making throughout the recruiting process
• Implement structured hiring practices: roll out and continuously improve intake processes, calibrated interview loops, and scorecards that raise hiring manager satisfaction and hiring quality
• Optimize recruiting technology, processes, and reporting to improve team productivity, hiring manager experience, and decision-making
• Elevate employer brand: own the careers site and job description strategy to improve applicant quality and grow employee referrals
• Leverage recruiting metrics and market insights to identify opportunities, improve hiring outcomes, and provide data-driven recommendations to business leaders
• Manage vendor, agency strategy and RPO: optimize agency partnerships and vendor spend to stay below market cost benchmarks without sacrificing quality
• Evaluate and implement technology, automation, and AI-enabled tools that improve recruiter efficiency, hiring manager experience, and candidate engagement

Interview Process

• Interview #1: Phone Screen with Talent Acquisition Team
• Interview #2: Video interview with the Hiring Manager (via MS Teams)
• Interview #3: Video interview with the Team (via MS Teams)