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Talent Acquisition Manager Jobs in Bothell, WA (NOW HIRING)

Hiya

Talent Acquisition Manager

Seattle, WA · On-site

About the Role Hiya is seeking a proactive, AI-forward Talent Acquisition Manager to lead and evolve our Talent Acquisition function. This role combines strategic leadership with hands-on recruiting ...

LHH US

Talent Acquisition Specialist

Seattle, WA

$35 - $45/hr

Talent Acquisition Specialist LHH Recruitment Solutions is helping to hire a Talent Acquisition ... This entails collaborating with hiring managers for staffing needs, creating job posts, sourcing ...

LHH US

Talent Acquisition Specialist

Seattle, WA · On-site

$35 - $45/hr

Talent Acquisition Specialist LHH Recruitment Solutions is helping to hire a Talent Acquisition ... This entails collaborating with hiring managers for staffing needs, creating job posts, sourcing ...

PEMCO

Talent Acquisition & HR Specialist

Seattle, WA · On-site

$88K - $146K/yr

Talent Acquisition * Manage full-cycle recruiting for assigned positions, including job postings, candidate sourcing, screening, and offer coordination. * Hold initial (kick-off) meetings with hiring ...

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All JobsTalent Acquisition JobsTalent Acquisition Manager JobsTalent Acquisition Manager Jobs in Bothell, WA

Talent Acquisition Manager information

See Bothell, WA salary details

$39.8K

$99.6K

$158K

How much do talent acquisition manager jobs pay per year?

As of Jul 26, 2026, the average yearly pay for talent acquisition manager in Bothell, WA is $99,604.00, according to ZipRecruiter salary data. Most workers in this role earn between $79,000.00 and $113,700.00 per year, depending on experience, location, and employer.

What is the difference between Talent Acquisition Manager vs Recruiter?

AspectTalent Acquisition ManagerRecruiter
ResponsibilitiesOversees entire hiring strategy, manages recruitment team, develops employer brandingSources candidates, screens resumes, conducts interviews
Required CredentialsBachelor's degree, experience in HR or recruiting, strong communication skillsBachelor's degree often preferred, recruiting certifications optional
Work EnvironmentStrategic planning, team management, collaboration with HR and hiring managersCandidate sourcing, interview coordination, applicant tracking

The main difference is that a Talent Acquisition Manager focuses on strategic hiring initiatives and team leadership, while a Recruiter handles the day-to-day candidate sourcing and screening. Both roles require similar credentials but differ in scope and responsibilities.

Is talent acquisition a part of HR?

Talent acquisition is a key function within human resources (HR) that focuses on identifying, attracting, and hiring qualified candidates. Talent acquisition managers often work closely with HR teams to develop recruitment strategies, utilize tools like applicant tracking systems, and ensure staffing needs are met. It is considered an integral part of HR operations in most organizations.

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

To thrive as a Talent Acquisition Manager, you need expertise in recruitment strategies, candidate sourcing, interviewing, and a relevant degree in human resources or a related field. Familiarity with applicant tracking systems (ATS), HRIS platforms, and certifications like SHRM-CP or PHR is often required. Exceptional communication, negotiation, and relationship-building skills help set top performers apart in this role. These competencies are crucial for attracting and retaining top talent, driving organizational growth, and ensuring a positive candidate experience.

What does a talent acquisition manager do?

A talent acquisition manager is responsible for identifying, attracting, and hiring qualified candidates to meet an organization’s staffing needs. They develop recruitment strategies, manage the hiring process, and collaborate with hiring managers to ensure a smooth onboarding process, often using applicant tracking systems and sourcing tools.

Do I pay a headhunter to find me a job?

Talent Acquisition Managers typically do not pay headhunters or recruiters directly; instead, employers pay recruitment agencies or headhunters a fee for successful placements. Job seekers should be cautious of any upfront fees and focus on applying through official channels or directly with employers. Using a recruiter can sometimes help access unadvertised positions, but it is not standard for candidates to pay for job placement services.

What Is a Talent Acquisition Manager?

As a talent acquisition manager or corporate recruiter, you find top candidates to fill job vacancies as part of the Human Resources department in an organization. You need strong interpersonal and networking skills to find the candidates that are the best fit for the business. You seek job candidates through online job boards, social networking sites, career fairs, and in-person networking events. Your duties include creating and posting job ads, messaging and calling potential job seekers, reviewing resumes, interviewing candidates, and recommending the best candidates to hiring managers.

What is the highest paid recruiter?

The highest paid recruiters are often senior or executive-level talent acquisition professionals, such as Director or Vice President of Talent Acquisition, with salaries exceeding $150,000 annually. Compensation varies based on industry, location, experience, and company size, with some top earners in large corporations earning over $200,000 including bonuses and incentives.

How does a Talent Acquisition Manager typically collaborate with hiring managers and other departments during the recruitment process?

A Talent Acquisition Manager works closely with hiring managers to understand specific team needs, define role requirements, and set clear expectations for candidate profiles. They also partner with HR, finance, and sometimes department heads to ensure alignment on hiring goals, budget, and workforce planning. Regular check-ins, collaborative job description creation, and involvement in interview panels are common practices, ensuring a streamlined and effective recruitment process across departments.

What is the 70 30 rule in hiring?

The 70 30 rule in hiring suggests that recruiters should spend approximately 70% of their time sourcing and engaging candidates, and 30% on screening and interviewing. For Talent Acquisition Managers, this balance helps optimize candidate flow and ensures thorough evaluation of potential hires.
More about Talent Acquisition Manager jobs
What are the most commonly searched types of Talent Acquisition jobs in Bothell, WA? The most popular types of Talent Acquisition jobs in Bothell, WA are:
What job categories do people searching Talent Acquisition Manager jobs in Bothell, WA look for? The top searched job categories for Talent Acquisition Manager jobs in Bothell, WA are:
What cities near Bothell, WA are hiring for Talent Acquisition Manager jobs? Cities near Bothell, WA with the most Talent Acquisition Manager job openings:
Talent Acquisition Manager jobs near you
Infographic showing various Talent Acquisition Manager job openings in Bothell, WA as of July 2026, with employment types broken down into 85% Full Time, 10% Part Time, and 5% Contract. Highlights an 90% Physical, 3% Hybrid, and 7% Remote job distribution, with an average salary of $99,604 per year, or $47.9 per hour.
Talent Acquisition Manager

Talent Acquisition Manager

Hiya

Seattle, WA • On-site

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 5 days ago

Job description

About Us
At Hiya, we're making calls safe, useful, and human again.
Voice is the most human form of communication, yet it's become one of the least trusted. Spam, scams, and AI manipulation have eroded what was once a simple way to connect. Hiya is changing that.
Each month our AI voice technology analyzes 28+ billion calls, protecting over 550 million users and 800+ businesses worldwide. Partnering with a growing global network including, AT&T, Samsung, British Telecom EE, Rogers, MasOrange,Bell Canada, MasMovil, and Virgin Media O2, we're not just stopping bad actors, we're helping people feel good and confident about picking up the phone again.
This is a pivotal moment for voice. As new threats and technologies accelerate, so does demand for trusted voice communication. Hiya is growing 40%+ year over year, expanding globally, and defining what voice becomes next.
Join us. You won't just work on what voice is today, you'll shape what it becomes tomorrow: smarter, safer, and genuinely worth answering again.
About the Role
Hiya is seeking a proactive, AI-forward Talent Acquisition Manager to lead and evolve our Talent Acquisition function. This role combines strategic leadership with hands-on recruiting execution and will be responsible for driving hiring efforts primarily across North and South America while helping create scalable, unified recruiting processes globally.
You will manage a small but high-impact team, oversee our global internship program, and partner closely with leaders across the business to improve hiring effectiveness, candidate experience, and recruiting operations as Hiya continues to grow.
This is a player-coach role ideal for someone who enjoys balancing leadership, operational excellence, employer branding, and direct recruiting ownership - especially within technical hiring environments. This role is designed for someone who thrives in ambiguity, moves with urgency, holds an uncompromising talent bar, and is energized by building while operating at high intensity. You should be equally comfortable influencing executives, personally closing critical hires, improving processes in real time, and leveraging AI to materially improve business efficiency and hiring outcomes. If you prefer highly defined processes, slower decision-making environments, or incremental change, this role will likely not be a fit.
What You'll Do
Global Talent Acquisition Leadership
  • You'll personally carry a requisition load across technical and hard-to-fill roles. This isn't a role where you hand off and review. Execution is part of the job description, not a stopgap.
  • Lead and develop a lean team of TA Specialists/Partners while fostering a high-performance, collaborative, and candidate-centric culture
  • Own recruiting strategy and execution primarily for North and South America while supporting global hiring initiatives
  • Partner with global Talent Acquisition partners to assess team bandwidth, align on hiring priorities, and coordinate how requisition workload can be shared or distributed across regions and teams. This role also serves as a key international support resource for the broader Talent Acquisition function, helping ensure coverage, collaboration, and operational continuity across global hiring efforts. Drive operational consistency by building scalable, unified, global recruiting processes and best practices that enhance the candidate experience and enable the business to efficiently identify and attract top talent.Partner with hiring managers and leadership to develop hiring plans aligned with business priorities and growth goals
  • Coach and support the recruiting team on prioritization, execution, and candidate management.
Recruiting Operations & Insights
  • Help the Talent Acquisition team effectively leverage recruiting tools, automation, and AI capabilities to improve sourcing effectiveness, track hiring progress, monitor funnel health, and drive data-informed hiring decisions.
  • Use recruiting data and pipeline metrics to improve hiring efficiency, candidate experience, and overall recruiting effectiveness
  • Partner with the VP of People to continuously improve recruiting workflows, reporting, and talent acquisition processes
  • Partner cross-functionally to deliver a seamless global onboarding experience from offer acceptance through the first week, ensuring new hires feel welcomed, connected, and set up for success from day one.
Employer Brand & Internship Program
  • Lead and evolve Hiya's global employer branding initiatives to strengthen market visibility and candidate engagement
  • Manage and expand Hiya's global internship program, including university partnerships, intern experience, and program structure
  • Help position Hiya as an employer of choice within competitive technical talent markets
Recruiting Technology & AI Innovation
  • Partner closely with the VP of People to continuously evaluate, optimize, and evolve Hiya's talent acquisition tech stack by staying current on AI advancements and emerging hiring technologies that improve sourcing effectiveness, workflow efficiency, and candidate engagement.
  • Act as an AI-forward leader and steward, championing thoughtful adoption of emerging tools, technologies, and workflows while helping raise the overall level of AI fluency across the business by ensuring incoming talent demonstrates strong AI capability, curiosity, and responsible usage practices.
What We're Looking For
  • 6+ years of talent acquisition experience in AI or high-growth/ startup tech company, including experience managing recruiters or recruiting teams.
  • Experience partnering with senior leaders and influencing hiring while upholding the company's high hiring standards and providing an executive-level perspective on candidates and hires.
  • Strong technical Talent Acquisition experience, with a proven ability to operate effectively as both a strategic partner and hands-on individual contributor while consistently maintaining an exceptionally high talent bar in fast-paced, high-growth environments.
  • Track record of building or improving recruiting processes and workflows in a growing organization. Experience building, deploying, or leveraging AI agents or AI-driven solutions that demonstrably improve operational efficiency is strongly preferred.
  • Comfortable using recruiting metrics and data to guide prioritization, improve hiring outcomes, and communicate progress to stakeholders
  • Experience with Ashby or AI native ATS platform required; familiarity with Juicebox, LinkedIn Recruiter, metaview and other AI-enabled recruiting tools. Deep understanding of how to thoughtfully apply AI and automation within Talent Acquisition workflows, including awareness of human behavior, decision-making, accountability, and bias considerations, to improve business efficiency and outcomes while maintaining/raising candidate quality and hiring standards.
How We Work
Hiya is not a passive environment. We expect people to take ownership, form opinions, and engage directly with hard problems. We work with a high degree of transparency and autonomy. Context is shared openly, and decisions are discussed, challenged, and then made. Once a call is made, we commit and move forward.
You'll be expected to work through ambiguity, weigh tradeoffs, and take responsibility for results-while keeping a high bar for quality and customer trust.
Every team member at Hiya is expected to live our core values:
  • Serve, our customers and partners by holding a high bar for trust and quality
  • Own, share in success and open up to failures
  • Lead, listen, show up with a point of view but commit entirely once a decision has been made
  • Improve, even if it means changing course or contradicting ourselves
  • Do, rather than observe
Our Interview Process
Process Overview
Our standard interview process follows this sequence:
  • Initial Screen: We confirm baseline alignment, role interest, relevant experience, and logistics.
  • Hiring Manager (HM) Screen: We evaluate role fit, expectations, and execution readiness.
  • Take Home Working Assignment: You'll complete a take-home, role-relevant assignment designed to reflect the kind of work you would do at Hiya. The assignment focuses on how you think, prioritize, and explain your approach. You'll review your work and discuss your reasoning with the interview panel.
  • Onsite Interview Loop: Each interviewer focuses on specific competencies, evaluating how you make decisions, navigate tradeoffs, and collaborate in real time
    • Future Hiya Value Interview: An independent conversation focused on your long-term potential, judgment under ambiguity, and ability to create sustained value as scope and complexity increase.
  • Reference Check: As a final step, we connect with 2-3 past supervisors to gain additional perspective on your experience and working style, and to further understand how you align with Hiya's values.

How We Invest in You
Compensation & Ownership
  • Base Salary: $135,000-$190,000
    • Compensation is determined by role scope, skills, experience, location, and market data.
  • Equity Compensation: ownership aligned with your impact and the company's growth

Benefits & Support
  • Employer-sponsored Insurance
    • Medical, dental, and vision (PPO & HDHP); 50% dependent coverage
    • Health, flexible spending, and dependent care accounts
    • Life, AD&D, and accident coverage, with company-paid life and long-term disability
  • 401(k) with 3% company match (via Fidelity)
  • Flexible vacation policy and paid company holidays
  • Paid parental leave
  • Work-from-home equipment stipend
  • $1,000 annually to invest in your learning and growth
  • $1,000/year in charitable donation matching
  • Team lunch 3x per week

This position is based in Seattle, WA, USA.
We are building a team with a variety of perspectives, identities, and professional experiences. We evaluate great candidates through a business lens and we strongly believe that diversity and unique perspectives make our company stronger, more dynamic, and a great place to build a career.
Our team has won various awards over the last 4 years from Built-in Seattle and Seattle Business Week to #86 on Deloitte Technology Fast 500 and Forbes #1 Startup Employer. Here at Hiya, we are a people-centric company focused on helping each and every one of our employees grow both personally and professionally. We feel that creating a team culture of support and empowerment to challenge the status quo results in an energized and passionate team that is continuously challenged and passionate about the work they are doing. You'll love working here if you are looking for an innovative challenge that is disrupting an industry. Come join us!

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