Program Manager, Talent Acquisition

Reporting to the Senior Manager of Talent Acquisition, this position is responsible for managing and owning Talent Acquisition programs and projects, which enhance the candidate/stakeholder experience and directly impact the growth initiatives within the organization.  In this role, you will create project plans, goals, and timelines, while also providing reporting and regular updates to ensure projects stay on track. You will own the end-to-end execution of projects, implementing process changes, and setting up system integrations. The Talent Acquisition Program Manager is responsible for the overall functionality of the company's recruiting tools and is the leader in creating and maintaining the highest standards of satisfaction in all talent acquisition areas. 

Responsibilities Include: 

• Orchestrate and lead TA and company initiatives involving TA, including owning the full project strategy and execution working cross functionally with multiple departments and teams. 
• Research talent acquisition solutions and collaborate on managing vendor relationships, and effectiveness of partnerships to make recommendations for optimization.
• Own, configure, and continuously optimize the ATS (Greenhouse) and TA tech stack, including hands-on system configuration, workflow design, and feature implementation.
• Create and maintain job posting  templates and offer letter templates, as well as Talent Acquisition SOP documents.
• Support recruiters and hiring managers with coordinating  hiring events and coordination
• Develop and deliver  regular and ongoing Talent Acquisition focused training for Octave’s Hiring Managers and interview teams..
• Create, update, and maintain recruiting process documentation, team documentation and training materials; publish these materials on appropriate platforms.
• Prepare and analyze weekly, monthly, and quarterly reports, to provide information to make business decisions.
• Maintain compliance with federal, state, and local employment laws and regulations by partnering with people experience and legal team to ensure job postings, contracts, and offer letters are compliant. 
• Own, build, and optimize integrations across the TA tech stack (ATS, CRM, Sourcing tools, and automation platforms) and troubleshooting. 
• Manage and build tools such as: 
  • ATS (Greenhouse) 
  • CRM (Gem) 
  • Automation/integration tools and systems (Tray.io) 
  • Scheduling tools, assessment platforms, and background check vendors.
• Partner with other departments as needed to ensure seamless data flow and integrations (People Experience, IT, Product, etc.) 
• Monitor system utilization, data integrity, and reporting accuracy.
• Build, maintain, and analyze cost-per-hire and other key Talent Acquisition metrics to drive data-informed decision making and optimize recruiting spend.

Required Skills:

• Strong business acumen, skilled in working across cultures and teams
• Strengths in collaboration and influencing; effectively manage expectations and challenges with key partners
• Skilled in implementing sustainable improvements and operational efficiency
• Experience leading and managing complex projects in a systematic, outcome-oriented way
• Experience in training, coaching, and working closely with internal team on how to use ATS, recruit, and hire candidates
• Strong understanding of the recruitment process from the beginning of the "lifecycle" to the end
• Hands on experience with: 
  • ATS Platforms: Greenhouse
  • CRM tools: Gem
  • Automation and integration tools: Tray.io
• Ability to analyze sourcing methods and determine their effectiveness relative to the positions and their geographical locations
• Familiarity with reporting and analytics like: Looker, Tableau, or similar) 
• Proficient in or able to quickly learn collaboration, design, and interview platforms (Notion, Figma, Canva, Spark Hire)  
• Experience using AI-powered recruiting and interview platforms to enhance interview quality and insights (Bright Hire or similar tool) 

Education & Experience 

• Bachelor's degree or equivalent working experience
• Hands on experience in Talent Acquisition program/project management, including project planning methodologies and tools
• Experience in talent acquisition operational effectiveness and process design

Octave's Company Values:

The below values drive our day-to-day operations.

• We’re human beings first. We operate with empathy and kindness – with our clients, with our collaborators, and with ourselves.
• People deserve better than status quo. We’re willing to tackle the intractable problems, no matter how big, because someone should. We ask big questions, we craft big solutions, and we challenge ourselves and others to make it happen.
• No bystanders. No stars. No tourists. Each person has been selected to be here, and with that comes a responsibility to bring your expertise, share your ideas, and help make this company better.
• Partnership paves the path ahead. We don’t operate in a silo, internally or externally. To transform the system, we believe in working with others to create something bigger, better, and stronger.
• Quality is crucial at scale. Quality is core to our business, and we refuse to sacrifice it as we grow.
• Progress is a process. In the pursuit of progress, we iterate, reflect, learn, adjust – and always leave things better than we found them.
• There are people behind every data point. We recognize that numbers tell only one part of the story, and we also do the work to understand impacts at the individual level.

Physical Requirements:

• Prolonged periods sitting at a desk and working on a computer. 
• Must be able to frequently communicate with others through virtual meeting applications such as Zoom and Google Meet. 
• Must be able to observe and communicate information on company provided laptop. 
• Move up to 10 pounds on occasion. 
• Must be eligible to work in the United States without sponsorship now or in the future.

Compensation:

Octave is committed to pay equity. To maintain our commitment to pay equity, Octave will follow Pay Transparency regulations on all open job postings.  Current Pay Transparency laws require companies to include a position's salary or hourly wage range (not including bonuses or equity-based compensation) in any internal or external job posting. This requirement extends to job postings published by a third party at an employer's request.

Octave will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with Octave’s legal duty to furnish information.

Starting pay for qualified applicants will depend on a combination of job-related factors, which may include education, training, experience, location, business needs, or market demands. The expected salary range for this role is set forth below and this range may be modified in the future.