Manager, Talent Acquisition

Socket.dev; Frederick (MD); Hybrid; USD 110,000 - 170,000; Full time

Job summary

R3 is seeking a talented Manager, Talent Acquisition to lead the full lifecycle recruiting function for IT and client-facing roles. The role drives workforce planning, sourcing strategy, and a strong candidate experience, partnering with executives and hiring managers to meet growth objectives.

The ideal candidate will own the recruiting process end-to-end, build scalable pipelines, and improve metrics including time-to-fill and offer success.

Qualifications

• 7–10+ years of progressive experience in talent acquisition or technical recruiting, preferably in IT managed services/government contracting.
• Experience owning full lifecycle recruiting for technical roles, including sourcing, screening, interview coordination, offers, and closing.
• Experience developing or improving recruiting processes, reporting, intake practices, and recruiter tooling.
• Strong understanding of IT roles, certifications, and the tech talent market.
• Proven ability to partner with executives, hiring managers, and cross-functional stakeholders.
• Experience using recruiting data/metrics to assess pipeline health and time-to-fill.

Responsibilities

• Own and evolve talent acquisition strategy, align with priorities, growth, and staffing needs.
• Serve as primary owner for TA function, set priorities, standards, and accountability.
• Partner with leadership to define requisitions, ideal profiles, timelines, and process.
• Build proactive pipelines for hard-to-fill IT roles.
• Create scalable recruiting processes, interview frameworks, and reporting routines.
• Monitor metrics and use data to drive improvements across recruiting.
• Manage ATS and recruiting technology stack; vendor relationships as needed.
• Lead full lifecycle: intake, sourcing, interviewing, offers, onboarding handoff.
• Coordinate interview loops and ensure fast, professional candidate experience.
• Maintain candidate records and compliant recruiting documentation.

Skills

Talent acquisition

Full lifecycle recruiting

Sourcing strategy

Stakeholder management

Data-driven recruiting

Candidate engagement

Hiring metrics

Employer branding

Networking

Closing candidates

Education

Bachelor’s degree in HR or related field

Tools

LinkedIn Recruiter

ATS (Applicant Tracking System)

HRIS

Boolean search

Job description

Description

At R3, we are committed to providing our clients with best-in-class solutions for all of their IT needs. We are relentless in our pursuit of excellence and dedicated to providing our clients with unsurpassed quality, service, and value day in and day out. As we continue to grow and innovate, we are seeking passionate and dedicated individuals to join our team. If you’re ready to join our mission of setting the standard for IT excellence, we are looking for a talented Manager, Talent Acquisition to join our team.

This role will own the full talent acquisition lifecycle, from workforce planning and sourcing strategy to candidate experience, offer management, and onboarding handoff. The ideal candidate is both strategic and hands‑on, with the ability to build scalable recruiting processes while actively sourcing and closing top‑tier IT talent for internal roles and client‑facing engagements.

This position requires a proactive talent leader who can partner closely with executives, hiring managers, and business development teams to translate R3's growth goals into practical, results‑driven hiring plans. The Manager of Talent Acquisition will be expected to recruit for hard‑to‑fill technical roles, strengthen employer branding, improve recruiting metrics, and support R3's continued growth, including federal contracting opportunities.

Responsibilities:

Talent Acquisition Strategy & Leadership

• Own and evolve R3's talent acquisition strategy, aligning hiring plans with organizational priorities, growth objectives, business development initiatives, and federal/client staffing needs
• Serve as the primary point of ownership for the talent acquisition function, setting recruiting priorities, service standards, hiring process expectations, and accountability across the company
• Partner with leadership and hiring managers to prioritize requisitions, define ideal candidate profiles, establish realistic hiring timelines, and drive follow-through throughout the recruiting process
• Leverage market data and internal hiring trends to identify talent gaps and build proactive pipelines for critical and hard‑to‑fill IT roles
• Build scalable recruiting processes, templates, interview frameworks, reporting routines, and hiring manager tools that improve speed, quality, consistency, and candidate experience
• Monitor recruiting performance, including time‑to‑fill, aging requisitions, quality of pipeline, source effectiveness, offer acceptance rate, candidate experience, and hiring manager satisfaction; use data to recommend improvements
• Manage and continually improve R3's Applicant Tracking System (ATS) and recruiting technology stack
• Manage recruiting vendors, staffing partners, job boards, and external sourcing resources as needed to support hard‑to‑fill or high‑priority roles

Full‑Lifecycle Technical Recruiting

• Lead structured intake meetings with hiring managers to confirm role requirements, success profiles, compensation alignment, interview process, and decision timelines
• Design and execute sourcing strategies using LinkedIn Recruiter, job boards, and other channels to build a strong, diverse candidate pipeline
• Screen resumes and conduct phone/video interviews to assess candidates' technical qualifications, experience, and cultural fit for R3 and its clients
• Coordinate interview loops with hiring managers and stakeholders, maintain process momentum, gather timely feedback, and drive candidates through to offer while ensuring a fast, professional candidate experience
• Cultivate and maintain an active talent network and candidate database to support current and future hiring needs
• Manage the offer process end to end, partnering with HR on compensation, documentation, and onboarding handoff
• Maintain accurate candidate records, interview documentation, disposition reasons, and recruiting activity in the ATS to support consistent, compliant hiring practices

Federal Business Support

• Partner with R3's federal business and contracts leadership to understand upcoming proposals, task orders, and contract staffing requirements
• Build and maintain deep, qualified candidate pipelines to support federal opportunities, including candidates with the certifications, clearances, or clearance eligibility required by specific contracts
• Source, screen, and submit qualified candidate slates and resumes in support of federal proposals, recompetes, and task order staffing, meeting proposal deadlines and compliance requirements
• Track federal candidate pipelines and submission status, keeping contracts and program teams informed of staffing readiness for active and upcoming opportunities
• Stay current on recruiting‑related federal contracting and staffing compliance expectations, including OFCCP, security clearance processes, and candidate submission requirements, partnering with HR or legal resources when needed

Employer Brand, Onboarding & Retention

• Partner with Marketing to strengthen R3's employer brand and recruitment marketing across digital and in‑person channels
• Represent R3 at job fairs, conferences, and recruiting events, building materials and strategies that connect with top IT talent
• Collaborate with HR to deliver a seamless, engaging onboarding experience for new hires

Requirements

Required Qualifications:

• 7‑10+ years of progressive experience in talent acquisition or technical recruiting, preferably within an IT managed services, technology, consulting, or government contracting environment
• Demonstrated success owning full‑lifecycle recruiting for technical and hard‑to‑fill roles, including sourcing, screening, candidate engagement, interview coordination, offer management, and closing candidates
• Experience developing or improving recruiting processes, reporting, hiring manager tools, intake practices, interview workflows, and candidate tracking standards
• Strong understanding of IT roles, technical skill sets, certifications, and the talent market for infrastructure, cloud, cybersecurity, service desk, engineering, project management, or related technology positions
• Proven ability to partner with executives, hiring managers, and cross‑functional stakeholders to clarify hiring needs, manage expectations, and drive timely hiring decisions
• Experience using recruiting data and metrics to assess pipeline health, time‑to‑fill, source effectiveness, aging requisitions, and offer acceptance trends

Preferred Qualifications:

• Bachelor’s degree in human resources, Business, or a related field preferred; equivalent experience will be considered
• Experience supporting federal government contract staffing, proposal recruiting, task order staffing, cleared roles, or compliance‑driven hiring strongly preferred
• Familiarity with security clearance levels, OFCCP requirements, EEO practices, and compliant recruiting documentation preferred
• Prior experience managing recruiting vendors, staffing partners, sourcing tools, or external recruiting resources preferred
• HR certification such as SHRM‑CP, SHRM‑SCP, PHR, or SPHR is a plus

Skills & Competencies:

• Strong technical sourcing skills, including Boolean search, LinkedIn Recruiter, resume databases, referrals, networking, and direct outreach strategies
• Ability to build proactive talent pipelines for hard‑to‑fill IT, technical, cleared, and client‑facing roles
• Strong business acumen with the ability to understand hiring priorities, workforce needs, revenue impact, and client or contract staffing requirements
• Excellent communication and influencing skills, with the ability to advise hiring managers, challenge assumptions, and drive timely hiring decisions
• Strong candidate engagement and closing skills, with the ability to communicate opportunity value, compensation considerations, career growth, and company culture effectively
• Data‑driven mindset with the ability to use recruiting metrics to identify bottlenecks, improve process performance, and report progress to leadership
• Highly organized and detail‑oriented, with the ability to manage multiple requisitions, shifting priorities, and urgent hiring needs without losing process discipline
• Strong ATS, HRIS, sourcing platform, and reporting skills, with a focus on accurate data, compliant documentation, and process consistency

The base salary range for this position is an estimate and may vary depending on relevant factors, including but not limited to education, experience, certifications, and skillset, as well as internal equity and business considerations. This range reflects base pay only and does not include bonuses, incentives, benefits, or other forms of compensation that may be offered as part of the total compensation package. R3 is an equal opportunity employer. It has been and will continue to be a fundamental policy of R3 to not discriminate on the basis, of race, color, religion, gender, gender identity, pregnancy, marital status, sexual orientation, age, national origin, alienage or citizenship status, veteran or military status, disability, medical condition, genetic information, or any other characteristic prohibited by federal, state, and/or local laws. This policy applies to all aspects of employment, including hiring, promotion, demotion, compensation, training, working conditions, transfer, job assignment, benefits, and termination.