Talent Acquisition Pipeline Manager
New
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NavaPublic Benefit Consultancy
We have fully remote options if you reside in one of the following states: Alabama, Arizona, California, Colorado, Connecticut, DC, Delaware, Florida, Georgia, Illinois, Louisiana, Maine, Maryland, Massachusetts, Michigan, Minnesota, Missouri, Nevada, North Carolina, New Jersey, New York, Ohio, Oklahoma, Oregon, Pennsylvania, Rhode Island, South Carolina, Texas, Tennessee, Utah, Virginia, Washington, WisconsinFull-TimeManager
Salary$135,000 — $146,000 USD
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Job Details
- Experience
- 6+ years of experience in Talent Acquisition and recruiting operations; 3+ years of people management experience
- Required Skills
- Data AnalysisPeople Management
Requirements
- 6+ years of experience in Talent Acquisition and recruiting operations
- 3+ years of people management experience leading recruiting support, operations, or pipeline teams
- Experience in talent acquisition, recruiting operations, pipeline management, or recruiting support functions
- Strong command of recruiting operations, pipeline management, and how staffing workflows impact hiring outcomes
- Proficiency with ATS platforms and recruiting tools such as Greenhouse
- Strong analytical skills with experience building reports and making data-driven decisions
- Strong process design, workflow optimization, and systems-thinking capabilities
- Strong understanding of federal and state employment laws
- Bachelor’s degree or equivalent combination of professional experience and training
- Excellent written and verbal communication skills
- Strong organizational skills and operational judgment
Responsibilities
- Lead the operational strategy and day-to-day execution of Nava’s talent acquisition pipeline across sourcing, coordination, and recruiting support functions
- Manage and develop a team of Coordinators and Sourcers, driving accountability, clarity, and strong performance across pipeline operations
- Oversee end-to-end pipeline health, ensuring candidate flow is efficient, consistent, and aligned to hiring priorities
- Build and protect interviewer capacity by improving interview planning, scheduling workflows, and stakeholder readiness
- Improve time-to-fill by strengthening pipeline readiness, workflow efficiency, and recruiting support operations
- Drive operational rigor across scheduling, sourcing support, candidate movement, reporting, and process execution
- Partner closely with Talent Partners, talent leaders, Staffing, and hiring leaders to align pipeline operations with hiring forecasts and business priorities
- Translate recruiting data into actionable insights and operational improvements that improve hiring outcomes
- Build scalable systems, workflows, and process standards that improve efficiency, consistency, and candidate experience
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