[Hiring] Talent Acquisition Manager @Weekday AI

Role Description

We are seeking a strategic Talent Acquisition Leader to build, scale, and mature our hiring function for a fast‑growing autonomous drone defense and AI‑powered product organization. This role designs a scalable Talent Acquisition engine that supports rapid growth, evolving capability needs, and mission‑critical hiring across technology and business functions.

This is a business-critical leadership role that shapes how we attract, evaluate, and hire world‑class talent. We seek a hands‑on recruitment leader who is equally comfortable strategizing with leadership and personally executing critical steps of the hiring process - from candidate screening to offer creation. The ideal candidate has prior experience across every stage of end‑to‑end recruitment and acts as a subject matter expert, ensuring both speed and governance compliance.

Key Responsibilities

• A. Talent Acquisition Strategy & Leadership
  • Build and execute a company-wide Talent Acquisition strategy aligned with business goals, capability building, and future workforce planning.
  • Translate organizational growth plans into structured hiring roadmaps, quarterly plans, and execution mechanisms.
  • Act as a strategic talent partner to Founders, CXOs, Business Leaders, and Hiring Managers.
• B. Technology + Business Hiring
  • Lead hiring across specialized and diverse roles including:
    • Autonomous Systems, Robotics, AI/ML, Embedded Engineering, Cybersecurity, Cloud, Data, Product, Engineering
    • Sales, Pre‑Sales, Business Development, Marketing, Customer Success, Finance, HR, Operations
    • Leadership roles across functions
• C. Build Scalable Hiring Processes
  • Create structured recruitment frameworks, interview loops, SLAs, hiring dashboards, and documentation systems.
  • Standardize job descriptions, interview rubrics, evaluation forms, and decision-making processes.
  • Implement predictable hiring mechanisms that scale with organizational growth.
• D. Workforce & Talent Planning
  • Partner with business teams to understand future capability needs.
  • Build proactive talent pipelines for niche, critical, and high-impact roles.
  • Conduct quarterly workforce planning and hiring capacity analysis.
• E. Talent Intelligence & Market Mapping
  • Conduct market research on talent availability, competitor talent pools, compensation trends, and sourcing strategies.
  • Build talent intelligence reports for leadership decision-making.
• F. Solve Hiring Bottlenecks
  • Identify and resolve bottlenecks across:
    • Sourcing channels
    • Interview readiness
    • Panel bandwidth
    • Decision cycles
    • Compensation alignment
    • Offer conversions
    • Notice periods
    • Internal processes and documentation gaps
• G. Build & Lead TA Teams
  • Hire, mentor, and lead a high-performing Talent Acquisition team.
  • Define ownership, specialization, KPIs, and execution culture.
  • Drive accountability, speed, and quality across the hiring lifecycle.
• H. Data-Driven Recruitment
  • Use hiring data to improve:
    • Time-to-Hire
    • Quality-of-Hire
    • Offer-to-Join Ratio
    • Source Effectiveness
    • Cost-of-Hire
    • Hiring Manager Experience
    • Process predictability and SLA adherence

Qualifications

• 7–12 years of experience in Talent Acquisition, with at least 3+ years in a leadership role.
• Experience scaling hiring in high-growth product/technology organizations.
• Strong understanding of technical hiring (AI/ML, Robotics, Engineering, Cybersecurity, Product).
• Proven ability to build recruitment processes, frameworks, and TA teams.
• Strong stakeholder management and communication skills.
• Ability to operate in fast-paced, ambiguous, high-accountability environments.
• Experience with hiring dashboards, ATS systems, and recruitment analytics.

Competencies

• Strategic Thinking
• Execution Excellence
• Stakeholder Management
• Problem Solving & Decision Making
• Talent Intelligence
• Process Design & Optimization
• Leadership & Team Building
• Data-Driven Mindset
• High Ownership & Accountability

What Success Looks Like

• Predictable, scalable hiring processes
• Reduced Time-to-Hire and improved Quality-of-Hire
• Strong talent pipelines for critical roles
• High hiring manager satisfaction
• Clear documentation, SLAs, and audit-ready processes
• A high-performing TA team with strong execution culture
• TA functioning as a business partner, not a support function

Must-have skills

• Strategic Sourcing
• Strategic Hiring

Good-to-have skills

• Hiring
• Recruiter