Senior Manager, Recruiting

What You'll Do

• Lead a team of 2–5 recruiters, providing coaching, feedback, and career development support

• Own recruiting strategy across GTM, Product, Engineering, and G&A functions in partnership with department heads

• Drive full-cycle recruiting yourself for senior and critical roles; this is a hands-on seat, not just a management role

• Build hiring plans with department heads to translate headcount needs into clear, executable pipelines

• Define and track recruiting metrics (time-to-fill, offer acceptance rate, pipeline health) and use data to continuously improve

• Develop proactive sourcing strategies that reduce reliance on inbound and expand our talent pipelines

• Ensure a consistent, compelling candidate experience from first touchpoint through offer

• Manage relationships with external recruiting partners and agencies when needed

• Contribute to employer brand initiatives and represent our culture authentically to candidates

What We're Looking For

• 6+ years of full-cycle recruiting experience, with at least 2 years in a team lead or management capacity

• Experience recruiting across multiple functions at a SaaS or technology company

• Proven ability to fill technical and go-to-market roles in competitive markets

• Strong data orientation; you use pipeline metrics to drive decisions, not intuition alone

• Excellent stakeholder management skills; you can push back on hiring managers while keeping relationships strong

• A builder mentality: you've improved processes, built programs, or scaled a function before

• Hands-on approach; you're comfortable leading a search yourself when the team needs it

Nice to Have

• Experience at a high-growth startup (Series B–D)

• Familiarity with compensation benchmarking and offer strategy

• Experience implementing or optimizing an ATS (Greenhouse, Lever, Ashby, etc.)

What Success Looks Like in the First 6 Months

• Team is hitting target time-to-fill benchmarks across all open roles

• Hiring managers trust the process and see recruiting as a strategic partner

• Clear visibility into pipeline health and forecasted hiring capacity

• At least one process or program improvement is live and making a measurable difference

• The team feels supported, developed, and clear on what good looks like

Benefits

• Comprehensive Healthcare: 100% coverage for medical, dental, and vision for all FTEs, with roughly 75% coverage for dependents.
• Flexible Time Off: Flexible vacation days plus quarterly mental health days to ensure you have the space to recharge.
• Annual Stipends: Dedicated funds for your professional development and caretaking needs.
• Work Anniversary Bonuses: Annual bonuses to celebrate your milestones and contributions to the CaptivateIQ team that grow as your tenure does.
• Retirement Savings (US-Only): A 401(k) plan to help you invest in and secure your future.
• Premium Tools: The latest Apple hardware to empower you to do your best work.
• Inclusive Community: Active Employee Resource Groups (ERGs) that celebrate shared identities and support our DEI goals by fostering an environment where diverse talent thrives.

Notice for Prospective Candidates

• Only emails from @captivateiq.com should be trusted.
• Attempt to correspond with a candidate using a free web-based account, such as an email address that ends in @gmail.com, @yahoo.com, @hotmail.com, etc.
• Make an offer of employment without conducting multiple rounds of interviews face-to-face using secure video-conferencing technology.
• Ask candidates to cash checks to buy equipment on behalf of CaptivateIQ.
• Ask candidates to make a payment in order to be considered for a position.
• Make early requests for candidates' personal information such as date of birth, passport details, credit card numbers, bank details and social security number, etc.
• Please note that we’ll only ask for more sensitive personal information in connection with background checks after an offer is made.