Manager, Talent Acquisition

getbuilt; Nashville (TN); On-site; USD 110,000 - 170,000; Full time

Job summary

Built is seeking a Manager of Talent Acquisition to lead and develop our TA team in Nashville, driving end-to-end recruiting for senior and strategic roles with speed and quality. You will build AI-enabled tools and workflows to empower a lean team, while advising leaders on hiring strategies and process improvements.

You will own TA operations, vendor relationships, and the candidate experience, shaping our hiring process from outreach through Day 1.

Responsibilities

• Lead and develop two Senior Talent Acquisition Partners; coach on recruiting craft and provide regular feedback.
• Own recruiting delivery quality across your team: pipeline health, interview-to-offer ratios, time-to-fill, and candidate experience metrics.
• Foster a high-performance, high-accountability culture where the team ships fast, iterates openly, and maintains a high bar.
• Maintain a direct recruiting desk for senior, strategic roles and model best practices in sourcing, assessment, and candidate management.

Job description

Built's Mission

Connect and simplify doing business in real estate.

Built is the AI-powered platform transforming the way real estate is financed, developed, and managed. Purpose-built for real estate and construction, Built began by fixing construction draw management for lenders and has grown into a comprehensive operating system addressing some of the industry's most complex challenges. Today, Built is a partner to more than 350 lenders, over 80,000 borrowers and owners, and thousands of contractors, powering 86,000 active projects valued at more than $300 billion. Learn more at getbuilt.com .

About the Role

As Manager of Talent Acquisition , you'll lead and develop our team of TA Partners while managing a recruiting desk of your own. You'll own hiring delivery, team operations, vendor relationships, and the candidate experience. This is a player-coach role: you'll take on critical searches, advise leaders on hiring, and build AI-enabled tools and workflows that help a lean team work with greater speed and quality.

Our Guiding Principles

• Be Bold. We pursue the biggest problems in our industry, challenge assumptions others take for granted, and take calculated risks to get there. Playing it safe is just failing slowly.
• Help Customers Win. We learn our customers' businesses deeply, treat their capital like our own, and measure ourselves by customer results, not our intentions.
• Move with Urgency and Purpose. We bias toward delivery over perfection, remove friction from our own paths, and communicate in real time. Momentum compounds.
• Own the Outcome. We own outcomes, not just tasks. We hold a high Say:Do ratio and take responsibility from idea through impact. When something breaks, we fix it.
• Never Satisfied. We raise the bar continuously. We stay curious, hold exacting standards, debate hard, and hold our opinions loosely when the evidence shifts.

What You'll Do

Lead and Develop the TA Team

• Manage two Senior Talent Acquisition Partners. Set clear expectations, coach on recruiting craft, provide regular feedback, and create growth paths for each team member.
• Own recruiting delivery quality across your team: pipeline health, interview-to-offer ratios, time-to-fill, and candidate experience metrics.
• Foster a high-performance, high-accountability culture where the team ships fast, iterates openly, and holds each other to a high bar.

Recruit Directly

• Maintain a direct recruiting desk for senior, strategic, and hard-to-fill roles. Model best practices in sourcing, assessment, and candidate management for the team.
• Provide backfill and overflow capacity when volume spikes or critical searches require additional capacity. You are not above doing the work.

Own TA Operations and Vendor Management

• Own the TA tech stack: Greenhouse (ATS), BrightHire (interview intelligence), LinkedIn Recruiter, and any sourcing or scheduling tools. Drive configuration, optimization, adoption, and renewal decisions.
• Manage vendor relationships and contracts. Evaluate new tools, negotiate terms, and hold vendors accountable to SLAs and value delivery.
• Own ATS hygiene, offer approval workflows, background check processes, and TA reporting. The operational backbone of recruiting runs through you.
• Manage TA vendor spend (tools, job boards, agencies, recruiting events) against budget parameters set by the VP, People.

Own Candidate Experience (First Touchpoint through Day 1)

• Own the full candidate journey from first outreach through offer acceptance and Day 1 start. Every touchpoint reflects Built's brand: professional, responsive, human, and fast.
• Own the TA-to-onboarding handoff: ensure role-specific context, hiring manager expectations, and candidate background transfer cleanly to the People Operations team, who owns the experience from Day 1 forward.
• Monitor candidate experience data (survey feedback, offer acceptance rates, candidate NPS) and drive improvements.

TA Compliance

• Serve as the compliance liaison for the TA function: OFCCP, EEO, offer letter compliance, background check processes, and hiring-related regulatory requirements.
• Partner with Legal and the People Operations team on hiring compliance, employment law changes, and audit readiness.
• Ensure all recruiting practices meet federal, state, and local requirements across a multi-state hiring footprint.

Build with AI

• Build with Claude Code: design, test, and deploy AI-powered recruiting tools including applicant screening prompts, sourcing automation, candidate evaluation frameworks, debrief preparation packages, feedback collection workflows, and pipeline analytics.
• Reshape the TA team's workflows around AI capability. Build prompt libraries, agent patterns, and automated checks that scale team output beyond headcount. The goal: a two-person TA team performing like four.
• Own applicant screening calibration: set and refine auto-advance, auto-reject, and human-review thresholds. Audit screening decisions for accuracy