Senior Manager, Talent Acquisition

Scentbird; United States; Remote; USD 83,000 - 124,000; Part time

Job summary

Scentbird is seeking a Senior Manager of Talent Acquisition to provide strategic leadership and hands-on recruiting support during a critical growth period. Reporting to the Director of People, you will lead the TA function, hit hiring goals, and drive KPI performance while coaching the team.

Responsibilities include building pipelines for Product Management, UX/UI, and Digital Product; supporting domestic and international hires across North America and Europe; and partnering with leaders to

Qualifications

• 8+ years of Talent Acquisition experience
• 3+ years managing recruiters or recruiting coordinators
• Experience recruiting Product Management, UX/UI and Digital Product
• Experience hiring across North America and Europe
• Strong stakeholder management skills

Responsibilities

• Lead Talent Acquisition function during Director of People’s leave period.
• Coach and develop recruiting team to ensure strong performance.
• Own KPI reporting and performance management, including time-to-fill, pipeline conversion, and offer acceptance metrics.
• Build and maintain talent pipelines across Product Management, Digital Product, UX/UI, and related functions.
• Support domestic and international hiring across North America and Europe with expertise on hiring talent across European markets.

Skills

Talent Acquisition

Leadership

KPI reporting

Stakeholder management

Full-cycle recruiting

Job description

We are hiring in the following states: Arizona, California, Florida, Illinois, New Jersey, New York, North Carolina, Ohio, Oregon, Pennsylvania, Texas, Utah, Virginia, Washington.

About Scentbird

Scentbird inspires fragrance lovers to go beyond the ordinary and sample scents that evoke passion, confidence, and the unknown. Our mission is to revolutionize the way we perfume by bringing the ultimate fragrance playground right to your fingertips and offering a digital subscription service that lets members choose from over 500+ designer perfumes each month.

About the Brands

• Scentbird: The easiest way for fragrance lovers to discover, try, and buy their favorite scented products without a commitment
• Deck of Scarlet: Deck of Scarlet is on a mission to break the clean category, redefining what clean fragrances should smell like. Composed entirely of vegan, cruelty-free ingredients, our fragrances bridge the gap between the clean and luxury categories, using the highest eau de parfum concentrations housed in sculptural, eye-catching bottles. You shouldn’t have to choose between being luxe and refined, or clean and vegan—now, you don’t have to.
• Confessions Of A Rebel: We were born in 2018, holding fast to the idea that the fragrance industry was in dire need of a change. When we looked around, all we saw was a sea of sameness: outdated archetypes of femininity and masculinity paired with unrelatable images of luxury that we had no say in. In truth, we are complex in ways that cannot be contained in the traditional heteronormative stereotypes, existing beyond the binary with raw, unfiltered voices that deserve to be heard.
• Goodhabit: Enriched with a blend of essential oils, Goodhabit’s clean, vegan, cruelty-free fragrances act as bottled intentions you set free with each mist. Our scents are designed to help you align with the good habits you’re building, while working to enhance and boost your mood. Inhale, exhale, and let the good energy flow through you.
• Sanctuary: Created for those who care about the fate of our planets, Sanctuary offers fragrance for a better future. Our clean, community-driven fragrances are inspired by endangered species and their habitats, each aimed at raising money and awareness for the preservation of their namesake.
• Drift: Drift began as an alternative to all of the tacky air care products on the market. Our products are designed to blend in, with amazing scents that stand out. We take pride in our fragrances, keeping them free from the traditional chemicals used in the fragrance industry. We are always phthalate and paraben free. We never skimp on quality of our scents or the products that deliver them. Our design ethos is simple but effective. We love our community, those who won’t settle for ordinary, and we want to deliver a best in class experience.

Scentbird is committed to bringing individuals from different backgrounds and perspectives into the Nest. We strive to uphold an inclusive environment where individuals of all different backgrounds, ages, colors, ethnicities, gender, or gender identities, genetics, physical or mental abilities, protected veteran status, race, religious or sexual orientation, thrive. We respect the laws enforced by the EEOC and are dedicated internally to going above and beyond in fostering diversity. Come as you are - we’re excited to meet you.

Senior Manager of Talent Acquisition

We are seeking a Senior Manager of Talent Acquisition to provide both strategic leadership and hands-on recruiting support during a critical period of growth. Reporting to the Director of People, this individual will serve as the day-to-day leader of the Talent Acquisition function, ensuring hiring goals are achieved, recruiting KPIs are consistently monitored and met, and the recruiting team remains focused, accountable, and effective. This role requires a true player-coach who can balance team leadership with individual recruiting responsibilities. While the Senior Manager will own select searches, their primary focus will be leading the recruiting function, driving performance, removing obstacles, and partnering with business leaders to ensure hiring needs are met across the organization.

What You’ll Be Responsible For

Talent Acquisition Leadership & Team Management

• Serve as the acting leader of the Talent Acquisition function during the Director of People’s leave period.
• Manage, coach, and develop recruiting team to ensure strong performance and consistent execution.
• Establish clear expectations, monitor individual and team performance, and provide ongoing feedback and support.
• Own recruiting KPI reporting and performance management, including time-to-fill, pipeline conversion rates, hiring manager satisfaction, offer acceptance rates, and recruiter productivity metrics.
• Identify hiring risks, bottlenecks, or declining performance trends and proactively implement solutions.
• Facilitate weekly recruiting team meetings, hiring reviews, and stakeholder updates.
• Ensure recruiting processes, interview standards, and candidate experience expectations are consistently followed across the organization.
• Partner with the Director of People to provide regular updates on hiring progress, challenges, and resource needs.

Full-Cycle Recruiting

• Personally manage any number of critical and hard-to-fill positions.
• Lead intake meetings and develop sourcing strategies for high-priority searches.
• Build and maintain talent pipelines across Product Management, Digital Product, Product Design, UX/UI, and related functions.
• Partner with hiring managers to calibrate talent profiles, assess candidates, and drive efficient decision-making.
• Support both domestic and international hiring efforts while providing expertise on recruiting and hiring talent across European markets.

What You’ll Need to Have

• 8+ years of Talent Acquisition experience, including 3+ years managing recruiters, sourcers, and/or recruiting coordinators.
• Demonstrated success leading recruiting teams and holding teams accountable to hiring goals and KPIs.
• Strong experience building recruiting metrics, reporting, and performance management frameworks.
• Experience serving as the lead Talent Acquisition partner for an organization, business unit, or recruiting function.
• Deep expertise recruiting Product Management, Product Design, UX/UI, Digital Product, and related talent.
• Experience hiring across both North America and Europe.
• Strong stakeholder management skills with the ability to influence leaders at all levels.

What Success Looks Like

• Recruiting KPIs remain on track throughout the contract period.
• Recruiter productivity and accountability are maintained through consistent coaching and performance management.
• Hiring managers receive proactive communication and strong partnership.
• Critical positions are filled efficiently without sacrificing candidate quality.
• The Talent Acquisition team operates smoothly with minimal disruption during the Director of People’s leave.

Contract Details

• Initial 6-month contract engagement to provide Talent Acquisition leadership coverage during a parental leave.
• Potential for extension based on business needs and performance.
• Remote within the United States.
• Expected to work standard business hours with availability to support a distributed workforce across North America and Europe.
• Competitive hourly or contract rate commensurate with experience.