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Ta Manager Jobs in Reno, NV (NOW HIRING)

IGT

Head of Global Talent Acquisition

Reno, NV

$103K - $142K/yr

Build, lead, and develop a high-performing global TA team across multiple regions and time zones, including managers, recruiters, and operations specialists. * Establish clear team structures, roles ...

TravelCenters of America

Store Cashier I

Sparks, NV · On-site

$14.25 - $18.50/hr

Driven by a passionate team, TA is focused on growing its network of travel centers, implementing ... Prioritize your work according to the store and management needs * Know and follow safety ...

TravelCenters of America

Store Lead Cashier

Sparks, NV · On-site

$15 - $20/hr

Now a part of the bp family, TA is focused on growing its network of travel centers, implementing ... Prioritize your work according to the store and management needs * Know and follow safety ...

TravelCenters of America

Store Lead Cashier

Sparks, NV

$16.25 - $20/hr

Now a part of the bp family, TA is focused on growing its network of travel centers, implementing ... Prioritize your work according to the store and management needs * Know and follow safety ...

TravelCenters of America

Store Lead Cashier

Sparks, NV · On-site

$15 - $20/hr

Now a part of the bp family, TA is focused on growing its network of travel centers, implementing ... Prioritize your work according to the store and management needs * Know and follow safety ...

Novolex

Human Resources Manager

Reno, NV · On-site

Talent Acquisition - Leads recruiting processes for the site, including partnering with TA for all ... Talent Management - Owns talent management processes for the site(s) including annual performance ...

Novolex

Human Resources Manager

Reno, NV · On-site

Talent Acquisition - Leads recruiting processes for the site, including partnering with TA for all ... Talent Management - Owns talent management processes for the site(s) including annual performance ...

Novolex

Human Resources Manager

Reno, NV

Talent Acquisition - Leads recruiting processes for the site, including partnering with TA for all ... Talent Management - Owns talent management processes for the site(s) including annual performance ...

Novolex

Human Resources Manager

Reno, NV

Talent Acquisition - Leads recruiting processes for the site, including partnering with TA for all ... Talent Management - Owns talent management processes for the site(s) including annual performance ...

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Ta Manager information

See Reno, NV salary details

$24.4K

$59.4K

$115.7K

How much do ta manager jobs pay per year?

As of Jul 13, 2026, the average yearly pay for ta manager in Reno, NV is $59,351.00, according to ZipRecruiter salary data. Most workers in this role earn between $41,900.00 and $68,300.00 per year, depending on experience, location, and employer.

What is the 70 30 rule in hiring?

The 70/30 rule in hiring suggests that 70% of a candidate's evaluation should focus on their skills, experience, and qualifications, while 30% should consider cultural fit and soft skills. For a TA Manager, applying this rule helps ensure a balanced assessment of technical ability and team compatibility during the recruitment process.

What is a TA manager?

A TA manager, or Talent Acquisition manager, oversees the recruitment process within an organization, including sourcing, interviewing, and hiring candidates. They often coordinate with hiring teams, develop recruitment strategies, and may use applicant tracking systems to manage candidate pipelines.

How much do talent managers earn?

Talent managers typically earn a median annual salary of around $60,000 to $80,000, with experienced managers or those working in high-profile industries earning over $100,000. Compensation varies based on experience, client roster, and location, and many talent managers also earn commissions or bonuses based on their clients' success.

What are some common challenges faced by a TA Manager when scaling recruitment efforts for rapidly growing teams?

A TA (Talent Acquisition) Manager often faces challenges such as balancing high-volume hiring with maintaining candidate quality, adapting recruitment strategies to meet evolving business needs, and ensuring a positive candidate experience despite tight timelines. They must also coordinate closely with hiring managers across departments to align on role requirements and priorities. Effective communication, data-driven decision making, and the ability to quickly adapt processes are key to overcoming these challenges and supporting organizational growth.

What are the key skills and qualifications needed to thrive as a Talent Acquisition (TA) Manager, and why are they important?

To thrive as a Talent Acquisition Manager, you need expertise in recruitment strategies, candidate sourcing, and a solid understanding of employment laws, often supported by a bachelor’s degree in HR or a related field. Familiarity with applicant tracking systems (ATS), HRIS software, and recruitment analytics tools is typically required. Exceptional interpersonal skills, negotiation abilities, and strategic thinking help you build relationships and drive hiring success. These skills are crucial for attracting top talent, aligning hiring with organizational goals, and ensuring a seamless recruitment process.

What is the difference between Ta Manager vs Ta Coordinator?

AspectTa ManagerTa Coordinator
CredentialsBachelor's degree, sometimes certifications in technical analysis or project managementTypically requires a bachelor's degree, often in business or related field
Work EnvironmentSupervises teams, manages projects, and coordinates technical analysis activitiesSupports analysis teams, assists in project coordination, and handles administrative tasks
Industry UsageCommon in finance, trading, and investment firmsOften found in similar industries, supporting Ta Managers and analysts
Search & Comparison IntentFocuses on leadership and management responsibilitiesEmphasizes coordination and support roles

The main difference between a Ta Manager and a Ta Coordinator lies in their responsibilities. The Ta Manager oversees teams and manages projects, while the Ta Coordinator provides support and handles administrative tasks. Both roles require relevant education, but the manager position involves more leadership and decision-making duties.

What month is the hardest to get a job?

For a Talent Acquisition Manager, the hardest months to secure a job are typically during major holiday periods like December and late summer months such as August, when hiring activity slows due to holidays and vacations. These periods often see fewer job openings and slower recruitment processes, making it more challenging to find new opportunities. However, hiring tends to pick up in January and early fall as companies plan for the year ahead or after summer slowdowns.
Ta Manager jobs near you
Infographic showing various Ta Manager job openings in Reno, NV as of July 2026, with employment types broken down into 85% Full Time, 13% Part Time, 1% Temporary, and 1% Contract. Highlights an 85% Physical, 1% Hybrid, and 14% Remote job distribution, with an average salary of $59,351 per year, or $28.5 per hour.

Head of Global Talent Acquisition

Progressive Gaming

Reno, NV

$103K - $142K/yr

Other

Medical, Dental, Vision, Life, Retirement, PTO

Re-posted yesterday

Job description

IGT, where innovation meets entertainment on a global scale! From the casino floor to your mobile screen, we deliver thrilling, responsible, and unforgettable gaming experiences-powered by worldclass content, strong technical and commercial capabilities and nurtured by a culture of collaboration, accountability, and ownership.


Whether it's spinning reels, placing bets, or enabling secure payments, we turn innovation into impact through disciplined execution and longterm value creation. With a team of over 6,000 employees across 30+ countries and products delivered in more than 100 jurisdictions worldwide, we operate at scale while staying closely connected to customers we serve. If you're ready to bring your talent to a team shaping the future of entertainment, your next big move starts here - www.igt.com.

Overview

The Head of Global Talent Acquisition reports to the enterprise Chief People & Culture Officer and serves on the People & Culture Leadership Team. They manage a global team of ~15 talent acquisition professionals that hire over 500 roles each year - from assemblers on the factory floor to engineers and designers of your favorite games. Now is an exciting time to join IGT as we transform and complete our integration of our two legacy companies. Other responsibilities include:

Talent Acquisition Strategy & Transformation
  • Lead a comprehensive transformation of the global talent acquisition function, including the design and buildout of new regional hiring hubs to optimize cost-per-hire at scale.
  • Reimagine end-to-end recruitment processes and drive the adoption of modern TA systems and tools, replacing legacy approaches with scalable, data-driven infrastructure.
  • Reset the company's positioning, including co-leadership of the rollout of a new Employee Value Proposition that is lived by active employees and experienced by candidates.
  • Attract and hire a new caliber of talent aligned with the company's new direction, partnering closely with senior leadership to define future-state workforce priorities.
Team Leadership & Organizational Development
  • Build, lead, and develop a high-performing global TA team across multiple regions and time zones, including managers, recruiters, and operations specialists.
  • Establish clear team structures, roles, and performance expectations, ensuring consistency in quality, delivery and candidate experience.
  • Coach and upskill the team through the transformation, fostering a culture of accountability, agility, and continuous growth.
Data, Analytics & Operational Excellence
  • Define and own global TA metrics and KPIs-including time-to-fill, quality of hire, source effectiveness, cost-per-hire, and offer acceptance rates.
  • Present insights regularly to the Chief People & Culture Officer and senior leadership, with plans to further optimize Talent Acquisition.
  • Leverage workforce analytics and market intelligence to inform hiring strategies, headcount planning, and proactive talent pipelining.
  • Drive process standardization and operational rigor across all markets, ensuring compliance with local labor laws and global consistency in practice.
Executive Recruiting
  • Personally lead a portfolio of executive-level requisitions, serving as a hands-on recruiter for the company's most critical and sensitive hires.
  • Manage relationships with retained and contingency executive search firms-setting briefs, holding partners accountable to timelines and quality, and ensuring a seamless candidate experience at the senior level.
  • Serve as the internal expert on executive talent markets, bringing forward-looking intelligence on leadership talent availability, compensation trends, and competitive positioning.
Cross-Functional Partnership & People & Culture Leadership
  • Contribute to enterprise-wide people strategy beyond the TA function and collaborate closely with People & Culture Business Partners, Total Rewards, Talent Management, and People Operations.
  • Act as a trusted advisor to executive stakeholders across the business-balancing strong ownership and operation of the TA function with a genuine service orientation and the flexibility to adapt priorities to evolving business needs.
  • Build credibility and influence across the organization by combining strategic perspective with visible, hands-on engagement in the work.
Qualifications

Education:
Bachelor's degree required; an advanced degree (MBA or equivalent) strongly preferred.
Experience:

  • 15+ years of progressive talent acquisition experience, with a significant portion at global enterprise scale (4,000+ employees, multi-country operations).
  • Demonstrated success leading large, distributed TA teams through organizational or functional transformation.
  • Proven experience designing or standing up regional recruiting hubs or centers of excellence.
  • Track record of modernizing TA systems, processes, and operating models in complex environments.
  • Hands-on experience personally executing executive-level searches, both independently and in partnership with external search firms.
  • Experience hiring across diverse functions and geographies, with a strong command of international labor markets.
Keys to Success
  • Strategic yet hands-on - Thinks at the enterprise level while staying personally engaged in the work; equally comfortable in a leadership team meeting and a candidate conversation.
  • Transformation mindset - Comfortable operating as both architect and executor; able to envision the future state while driving it forward with urgency and discipline.
  • Technology fluency - Experienced in AI - or at least excited to learn; uses metrics not just to report, but to diagnose, decide, and drive continuous improvement.
  • Executive presence - Earns trust at the C-suite level; communicates with clarity, confidence, and strategic framing.
  • Collaborative leader - A true People & Culture team player who contributes beyond their own function, brings others along, and builds strong relationships across the business.
  • Service orientation - Owns their domain with confidence while staying genuinely responsive to the needs of the business; has a point of view but ready to implement leadership decisions; adapts without losing strategic direction.
  • Team builder - Develops talent around them; creates clarity, psychological safety, and high standards in equal measure.
  • Global acumen - Understands the nuances of hiring across cultures, markets, and regulatory environments.
  • Change leadership - Brings people along through ambiguity; energizes rather than unsettles during periods of significant change.

#LI-CK1

IGT is committed to sustaining a workforce that reflects the diversity of the global customers and communities we serve and to fostering an inclusive environment where all employees feel valued, respected, and engaged. IGT is an equal opportunity employer and provides equal employment opportunities without regard to race, color, religion, sex (including pregnancy, sexual orientation, and gender identity), national origin, age, disability, veteran status, genetic information, or any other characteristic protected by applicable law. We thank all applicants for their for applying; however, only those selected to interview will be contacted. 

At IGT, we consider a wide range of factors in determining compensation, including skills, experience, education, and geographic location. These factors may result in variation in starting pay. The estimated starting compensation range for this role is $199,800 - $257,400 USD, based on a good-faith assessment at the time of posting. Actual compensation may vary. IGT complies with all applicable pay transparency and compensation laws and collective bargaining agreements, where applicable. 
  

Base pay is one component of IGT's total rewards program. Depending on the role, employees may be eligible for bonus or commission opportunities. IGT also offers a comprehensive benefits package, which may include a 401(k) savings plan with company contributions, medical, dental, and vision insurance, life and disability coverage, paid time off, tuition reimbursement, and other wellness programs, subject to eligibility requirements. 

IGT is the global leader in gaming. For more information, please visit www.igt.com.

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