Senior Manager, Talent Acquisition

The Senior Manager, Talent Acquisition is an experienced people leader who owns the day-to-day operations and delivery of nearmap's global recruiting function. Reporting to the VP, People & Culture, this role has full accountability for managing a globally distributed TA team of five, driving end-to-end recruitment across all lines of business and geographies, and ensuring hiring outcomes are consistently exceptional. 

This is a high-autonomy role. The Sr. Manager will be able to independently resolve operational challenges, manage escalations, improve processes, and help architect our TA philosophy. Critically, this is also a builder's role, the incoming leader will have the opportunity to shape and lead several high-impact, strategic initiatives that will define the TA function's future at nearmap. The ideal candidate brings proven global TA leadership experience, saas market knowledge, executive search experience, and the operational maturity to run a function confidently while continuing to develop their craft within a strong leadership team. This role offers a unique opportunity to architect, not just operate. The senior manager will personally lead the following transformational initiatives: 

Strategic initiatives to lead & own 

• Employee value proposition & employment brand drive the development and launch of nearmap's refreshed EVP and employer brand — bringing to life what makes nearmap a distinctive place to work across global markets. Partner with marketing, P&C, and senior leadership to craft authentic, compelling narratives that attract top talent and differentiate nearmap competitively. 

• ATS implementation own end-to-end selection, implementation, and adoption of nearmap's next-generation applicant tracking system. Lead vendor evaluation, project manage the rollout across global markets, establish governance standards, and ensure the platform delivers a world-class experience for candidates, recruiters, and hiring managers alike. 

• TA training program with emphasis on hiring manager alignment design and deploy a comprehensive TA capability-building program for both the recruiting team and hiring manager community. The hiring manager curriculum will be a cornerstone covering: structured interviewing, bias awareness, candidate experience expectations, and SLA accountability, driving a consistent, high-quality hiring experience across all functions and regions. 

• Dashboard & reporting analytics: quality of hire framework build and own nearmap's TA analytics infrastructure. Go beyond activity metrics to establish a quality of hire framework — defining the right inputs, data sources, and success measures to give business leaders meaningful insight into hiring effectiveness. Translate data into clear, actionable narratives for P&C and executive leadership. 

• Global TA standardization with localized alignment develop and embed a globally consistent TA operating model that accommodates the nuances of each market; including the US, australia, and other active regions. Establish standardized frameworks for process, candidate experience, slas, and compliance, while building in the flexibility needed to reflect regional employment norms, talent market differences, and local business context  

Team leadership & management 

• Directly manage a globally distributed team of talent acquisition partners, providing day-to-day leadership, coaching, and performance management. 

• Set clear goals and kpis for the team, conduct regular 1:1s, and hold team members accountable to delivery standards and candidate experience benchmarks. 

• Manage team capacity and workload across time zones, ensuring equitable distribution and sustainable performance. 

• Identify development needs within the team and actively build capability through coaching, feedback, and stretch opportunities. 

• Handle team escalations independently, resolving issues related to hiring manager relationships, candidate management, agency disputes, or process breakdowns without routine escalation to the VP. 

• Personally execute on executive level search assignments and improve process. 

• Foster an inclusive, high-performance team culture that reflects nearmap's value 

Strategic partnership & stakeholder management 

• Serve as the primary TA point of contact for senior leaders and P&C bps across all global markets, advising on hiring strategy, market conditions, and talent availability. 

• Partner with the VP on workforce planning cycles, contributing ground-level pipeline and market intelligence to inform strategic decisions. 

• Manage stakeholder expectations proactively, communicating clearly on timelines, trade-offs, and market realities without waiting to be asked. 

• Escalate to the VP for strategic approvals, significant policy exceptions, or decisions that carry material business or reputational risk. 

• Personally own recruiting for senior, critical, or complex roles as needed. 

Global recruitment delivery 

• Oversee end-to-end recruitment delivery across all functions and geographies, ensuring consistent process, quality, and speed. 

• Maintain deep, current knowledge of global saas and B2B tech talent markets, including compensation benchmarks, competitor hiring activity, and candidate expectations across key regions. 

• Leverage AI to drive proactive sourcing and pipeline strategies to impact quality of hire. 

• Lead negotiation and ongoing management of agency and vendor relationships. 

• Ensure timely, accurate handoffs for new hires to operations, IT, and P&C at point of offer acceptance. 

Process, systems & operational excellence 

• Own the TA operating model, continuously reviewing and improving recruitment processes to drive efficiency, consistency, and an outstanding candidate and hiring manager experience. 

• Maintain ATS governance and hygiene standards across the team, ensuring data integrity and compliance. 

• Establish and uphold slas for key recruitment touchpoints, escalating systemic issues to the VP with recommended solutions. 

• Research and recommend emerging sourcing platforms, tools, and channels to keep nearmap's TA capability competitive and drive continuous improvement. 

Reporting, analytics & insights 

• Own TA reporting, producing regular insights including pipeline health, quality of hire, source of hire, diversity metrics, and team productivity. 

• Translate data into clear narratives and recommendations for P&C and business leadership. 

• Proactively flag trends, risks, and opportunities, bringing the VP informed perspectives, not just raw data. 

Compliance & governance 

• Ensure all recruitment activity complies with applicable employment legislation across all operating regions, including the US, australia, and any other active markets. 

• Uphold nearmap's values, policies, and code of conduct, and ensure the TA team operates to the same standards. 

• Comply with all state and federal legislative requirements. 

• Act in an ethical way when dealing with company assets and other people. 

• 8+ years of talent acquisition experience, with a strong mix of in-house and ideally some agency background. 

• 4+ years in a people management role, with direct experience leading a TA team, ideally a globally distributed one. 

• Demonstrated experience recruiting across multiple geographies simultaneously, with a strong grasp of regional market differences, employment norms, and candidate expectations. 

Why you'll love working at Nearmap:

We move fast and work smart; often wearing multiple hats. We adapted to remote working with ease and are continually looking at ways to improve. We’re proud of our inclusive, supportive culture, and maintain a safe environment where everyone feels a sense of belonging and can be themselves.

At Nearmap, you can chart your own career path and see where our journey together might take you. With complex and fascinating work to challenge and inspire you, you might be surprised by the opportunities you discover. We've got so much more to share—come and explore with us!

Nearmap does not accept unsolicited resumes from recruitment agencies and search firms. Please do not email or send unsolicited resumes to any Nearmap employee, location or address. Nearmap is not responsible for any fees related to unsolicited resumes.