Talent Acquisition Manager

Everyday, somewhere in the world, important decisions are made. Whether it is a private equity company deciding to invest millions into a business or a large corporation implementing a new strategic direction, these decisions impact employees, customers, and other stakeholders.

Consulting and private equity firms come to proSapient when they need to discover knowledge to help them make great decisions and succeed in their goals. It is our mission to support them in their discovery of knowledge.

We help our clients find industry experts who can provide their knowledge via interview or survey: we curate this knowledge in a market-leading software platform; and we help clients surface knowledge they already have through expansive knowledge management.

About The Role

proSapient is scaling fast in North America, and our Client Services function is the engine. We are building a high-performing Associate cohort pipeline that needs a constant flow of exceptional early talent. This is not a traditional Talent Acquisition role. We are looking for a builder and a hunter: someone who will make proSapient a known brand in the talent markets that matter most, go find outstanding candidates where they actually are, and then build the systems to do it all at scale.

You will own the full talent strategy for CS AMER Associate hiring and provide global support for Central Functions. You will build outbound pipelines, forge deep university partnerships across Ontario and beyond, embed yourself and your team in the competitive environments where our best hires spend their time, and develop the brand presence that makes top candidates come to us. You will also manage and grow a team to help you execute.

If you are happiest building things from scratch, get restless when pipelines go quiet, and have strong opinions about where great talent hides, this role is for you.

What You’ll Do:

Outbound Pipeline and Talent Sourcing

• Outbound-First Sourcing: Build and manage a proactive, outbound-first sourcing engine for CS Associate roles, targeting high-potential passive candidates.
• Non-Traditional Channels: Identify and pursue talent in competitive student environments, professional networks, and talent communities where proSapient’s ideal candidates spend their time.
• Sourcing Playbooks: Develop repeatable sourcing processes for the team that go beyond job boards, with clear frameworks for identifying, engaging, and converting passive talent at volume.

Campus Strategy and Early Careers

• Early Careers Ownership: Own end-to-end early careers strategy and execution across Ontario universities.
• University Partnerships: Build deep, lasting relationships with target university career offices, faculty, clubs, and student organizations.
• Competitive Ecosystem Embedding: Embed proSapient in the competitive environments where our best candidates already compete - case competitions, university debate circuits, competitive sport teams, chess clubs, and esports communities.
• Campus Calendar: Develop a calendar of campus touchpoints across the academic year, ensuring proSapient maintains consistent visibility at every key moment in the student decision-making cycle.
• Employer Branding: Architect and execute a high-impact brand strategy across the Toronto and Ontario markets, leveraging authentic content and targeted events to pre-engage top-tier talent and establish proSapient as a premier, high-velocity destination for early-career professionals.

Assessment Quality and Funnel Optimization

• High-Signal Vetting: Refine rigorous assessment rubrics and structured interview workflows that identify grit, bias to action, and alignment with our high-performance candidate profile.
• Performance Optimization: Lead ongoing review of the full recruitment funnel to identify conversion leaks, celebrate what is working, and implement rapid fixes.
• Data-Driven Change Management: Translate weekly data into immediate, actionable process changes and hold the team accountable to continuous improvement.
• AI-First Implementation: Actively use and champion AI tools to automate repetitive top-of-funnel tasks and accelerate the speed of candidate data analysis.

Stakeholder Partnership

• Serve as a strategic advisor to senior leadership by delivering data-driven talent recommendations, balancing high-conviction advocacy with a receptive feedback loop, and optimizing interview workflows to ensure maximum velocity without compromising on candidate quality.

Team Leadership and Scale

• Build and manage a high-performance recruitment team by hiring for "grit," delegating volume-heavy outbound and campus operations, and fostering a culture of drive and curiosity that allows for independent execution of scaling talent programs.

Who You Are

• A Builder and a Hunter: You have strong opinions about where great talent hides, and you go get it.
• Creative and Community-Minded: You see untapped pipelines in places others overlook.
• Full of Ideas and Able to Execute: You generate novel sourcing strategies and then actually run them.
• A Brand Builder at Heart: You care about how proSapient is perceived in the market and you take personal ownership of making that perception excellent.
• Analytical and Ruthless with Data: You find the story in the numbers and use it to make fast, clear decisions about where to invest and what to cut.
• Energized by Scale: You think in systems and playbooks, not one-off wins. You build things that your team can run, grow, and improve A Strong Partner to Senior Leaders: You bring data and conviction to stakeholder conversations, and you know how to influence