(Senior) Talent Acquisition Manager – San Francisco, CA – 100% Onsite

SIVAD Consulting; San Francisco (CA); On-site; USD 150,000 - 190,000; Full time

Job summary

SIVAD Consulting in San Francisco is seeking a Senior Talent Acquisition Manager to own and lead recruiting for customer-facing and forward-deployed tech roles as the company scales from 40 to 90+ staff.

You will manage interview loops, partner with managers, and coordinate external firms, while growing the internal recruiting function and overseeing immigration workflows.

Qualifications

• 4-8 years of experience as a technical recruiter or TA manager, incl. at least 2 years in-house recruiting.
• Experience recruiting for customer-facing or forward-deployed technical roles.
• Ability to work on-site in San Francisco, CA (5 days/week).
• Experience at early-stage or growth startups.
• Outbound sourcing experience and proactive candidate outreach.
• Experience building or leading recruiting functions and mentoring recruiters.
• Familiarity with HR administration tools and immigration processes (Rippling, visa transfers).

Responsibilities

• Own hiring from first contact to signed offer for all open roles, including FDEs, AI strategists, sales, product, and platform roles.
• Collaborate with hiring managers to write role scorecards, coordinate interview loops, and perform reference checks.
• Find and reach out to strong candidates using AI sourcing tools like Juicebox.
• Manage external partners (Paraform, third-party recruiters, executive search firms).
• Dedicate ~10% of time to people ops: immigration paperwork, Rippling, payroll, and benefits setup.

Skills

Lead recruiting

Sourcing

Interview coordination

Team leadership

In-house recruiting

Immigration paperwork

Collaborate with managers

Education

Bachelor's Degree

Tools

Juicebox

Rippling

Job description

(Senior) Talent Acquisition Manager – San Francisco, CA – 100% Onsite

$150k to $190k

We are looking for a (Senior) Talent Acquisition Manager with 4-8 years of experience to own and lead recruiting. An agentic BPO that runs finance back offices for $1-10B enterprises. Our last recruiter left, so recruiting has no owner right now. We need a high-agency startup recruiter who is great at hiring customer-facing roles and can grow into Head of Talent or Head of People as we go from about 40 to 90+ people over the next 12 months, with a Series B expected in about 6 months.

Responsibilities

• Own hiring from first contact to signed offer for every open role. Most of the volume is Forward Deployed Engineers (FDEs) and AI Strategists, plus sales, product, and platform roles as they come up.
• Work with hiring managers to write a scorecard for each new role, coordinate our proven interview loops, and run reference checks on every hire.
• Find and reach out to strong people who aren't job hunting, using AI sourcing tools like Juicebox. Later, you'll manage a junior recruiter.
• Manage external partners such as Paraform, third-party recruiters, and executive search firms, and hold them to our bar.
• Spend about 10% of your time on people ops: immigration paperwork, Rippling, payroll, and benefits setup.

Work experience

• Experience recruiting for customer-facing or forward-deployed technical roles (forward-deployed engineering, solutions engineering, sales engineering, AI strategists, deployment consultants, customer success)
• Ability to work on-site in San Francisco, CA (5 days/week)
• 4 - 8 years of experience as a technical recruiter or talent acquisition manager, including at least 2 years in-house recruiting
• Experience at early-stage or growth startups
• Outbound sourcing experience, with the ability to identify and proactively reach out to candidates independently.
• Experience building or leading a recruiting function, mentoring recruiters, or operating as a founding or solo recruiter
• Familiarity with HR administration tools and immigration processes (Rippling, visa transfers)
• Look for sustained tenure and an established high-ownership mindset in startup environments; red flag excessive job hopping or lack of scale-up recruiting experience.
• Ensure candidates have demonstrable experience recruiting for FDE, solutions/sales engineering, and technical customer success roles—not just internal technical or back-end roles.

Education

• Bachelor's Degree required