Why You’ll Love This Job
Are you a recruiter who loves partnering with hiring managers, solving hiring challenges, and influencing hiring strategy, but is ready to move beyond managing requisitions?
We’re looking for a Full-Time Fully Remote Hiring Manager/Client Advisor to serve as the primary strategic partner to hiring managers across assigned client accounts. This is not a customer service or sales role. Instead, you’ll act as an embedded talent advisor, helping leaders make better hiring decisions, improve hiring outcomes, and build stronger recruiting partnerships.
Location: Remote (Must Currently Reside in Texas)
In this role, you’ll:
- Partner directly with hiring managers across high-volume, multi-location organizations.
- Build trusted relationships and become a strategic extension of each client’s team.
- Use recruiting data, market insights, and AI-enabled tools to identify opportunities and remove hiring bottlenecks.
- Coach hiring managers on best practices and influence hiring decisions.
- Partner closely with Candidate Delivery, Pipeline, and Client Management teams to achieve hiring goals.
- Anticipate workforce needs and proactively identify risks before they impact hiring results.
- Deliver an exceptional experience for both clients and candidates.
This role is a great fit if you:
- Have experience in high-volume recruiting or talent acquisition.
- Enjoy building long-term relationships with hiring managers.
- Love using recruiting metrics and data to solve problems.
- Think strategically and proactively rather than reactively.
- Want to influence hiring outcomes instead of simply filling open positions.
Talentcare Benefits
- Unlimited PTO
- Birthday week day off
- Medical, Dental & Vision (eligible after 30 days)
- 17 Paid Holidays
- 401(k)
- 100% Company-Paid Short-Term & Long-Term Disability
Responsibilities
- Own the day-to-day relationship with hiring managers across assigned client accounts, serving as their trusted talent advisor throughout the hiring process.
- Lead hiring manager onboarding, implementation support, and ongoing coaching to drive adoption of Talentcare’s hiring processes, ATS, AI-enabled tools, and best practices.
- Provide consultative guidance on hiring strategy, market conditions, candidate availability, and workforce planning to improve hiring outcomes.
- Lead frequent video meetings with hiring managers and client stakeholders, representing Talentcare with professionalism, credibility, and confidence.
- Maintain proactive communication with hiring managers, ensuring timely hiring decisions while holding them accountable for process adherence and hiring outcomes.
- Drive requisition quality through effective job intake, expectation setting, and coaching when hiring manager behaviors or requirements negatively impact results.
- Review and disposition AI-designated Medium candidates for assigned clients, applying business judgment, client knowledge, and hiring manager preferences to determine which candidates move forward.
- Partner closely with Client Managers and the Candidate Experience team by sharing account insights, communicating risks, coordinating delivery strategy, and contributing operational context during Monthly Operating Reviews (MORs).
- Own hiring manager engagement, requisition health, and operational performance by using pipeline data, hiring trends, and market insights to proactively identify risks and recommend strategic improvements.
- Proactively identify and escalate hiring manager disengagement, workforce demand shifts, process gaps, and other operational risks before they impact client success.
Skills & Qualifications
- Experience in staffing, RPO, talent acquisition, client success, account management, or another client-facing business partner role.
- Strong business acumen with the ability to understand hiring needs in the context of broader business objectives.
- Excellent communication, presentation, and relationship-building skills with the ability to influence hiring managers and navigate challenging conversations.
- Demonstrated ability to build credibility, drive accountability, and influence decisions without direct authority.
- Ability to interpret recruiting metrics, pipeline performance, hiring trends, and market data to support strategic recommendations.
- Ownership mindset with a track record of solving problems proactively and delivering results.
- Comfortable learning and leveraging AI-enabled recruiting technology and workflow automation.
- Attendance at two annual in-person company meetings is required. Additional occasional business travel may be required based on business needs (less than 25%).