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Talent Acquisition Operations Manager Jobs in Bothell, WA

Helion Energy

Director of Talent Acquisition

Everett, WA · On-site

$250K - $295K/yr

You will report to the Senior Director of Talent and People Operations. This is an onsite role ... manager of managers * Demonstrated success across multiple hiring domains: niche technical and ...

Axon

Director of Talent Acquisition

Seattle, WA · On-site

$118K - $162K/yr

... with operational excellence. You'll act as both a strategist and a doer: building systems and ... management * Help own and drive the Axon global recruiting system end to end and continuously ...

Axon

Director of Talent Acquisition

Seattle, WA

$118K - $162K/yr

... with operational excellence. You'll act as both a strategist and a doer: building systems and ... management * Help own and drive the Axon global recruiting system end to end and continuously ...

Axon

Director, Talent Acquisition, SG&A

Seattle, WA

$118K - $162K/yr

... with 3+ managing managers. * Proven success partnering with C level or senior executive ... Deep understanding of recruiting operations, funnel analytics, recruiter productivity, workforce ...

Fortive

Senior Talent Acquisition Partner

Everett, WA · On-site

Partner closely with hiring managers and HR to deeply understand role requirements, team dynamics ... Operational Excellence: Experience operating within structured business systems (e.g., Fortive ...

Axon

Director, Talent Acquisition, SG&A

Seattle, WA · On-site

$118K - $162K/yr

... with 3+ managing managers. * Proven success partnering with C level or senior executive ... Deep understanding of recruiting operations, funnel analytics, recruiter productivity, workforce ...

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

Talent Acquisition Operations Manager information

See Bothell, WA salary details

$53.1K

$91.4K

$125.8K

How much do talent acquisition operations manager jobs pay per year?

As of Aug 15, 2026, the average yearly pay for talent acquisition operations manager in Bothell, WA is $91,387.00, according to ZipRecruiter salary data. Most workers in this role earn between $63,200.00 and $119,600.00 per year, depending on experience, location, and employer.

What is the difference between Talent Acquisition Operations Manager vs Talent Acquisition Specialist?

AspectTalent Acquisition Operations ManagerTalent Acquisition Specialist
CredentialsBachelor's degree, experience in HR or recruiting, familiarity with ATS and HRIS systemsBachelor's degree, recruiting or HR experience, knowledge of sourcing tools
Work EnvironmentOversees recruitment processes, manages teams, collaborates with HR and hiring managersFocuses on sourcing, screening, and interviewing candidates
Employer & Industry UsageUsed in corporate HR departments across various industriesCommon in recruiting agencies and corporate HR teams
Search & Comparison IntentUnderstanding operational differences, responsibilities, and career pathLooking for recruiting roles, skills, and job functions

The Talent Acquisition Operations Manager focuses on managing recruitment processes and teams, ensuring operational efficiency. In contrast, a Talent Acquisition Specialist primarily handles sourcing and screening candidates. Both roles require HR or recruiting experience but differ in scope and responsibilities.

How much do talent acquisition operations managers make in the US?

Talent acquisition operations managers in the US typically earn between $70,000 and $120,000 annually, depending on experience, location, and company size. Salaries can vary based on industry and the complexity of recruitment processes they oversee.

What does a talent acquisition operations manager do?

A Talent Acquisition Operations Manager oversees the processes and systems that support recruitment and hiring within an organization. They ensure that talent acquisition strategies are efficiently implemented, manage recruitment tools and platforms, and work to improve the candidate experience. Additionally, they analyze recruitment metrics, coordinate with other HR teams, and ensure compliance with hiring regulations and policies. Their role is crucial in streamlining hiring processes and supporting the organization’s overall talent goals.

How does a talent acquisition operations manager typically collaborate with recruiters and hiring managers to optimize the hiring process?

A Talent Acquisition Operations Manager plays a pivotal role in streamlining communication and workflows between recruiters and hiring managers. They standardize processes, implement best practices, and ensure that the recruitment team is equipped with the right tools and data. By analyzing hiring metrics and facilitating feedback sessions, they help identify bottlenecks and recommend process improvements, ultimately ensuring a smooth and efficient candidate experience. Collaboration often involves regular meetings, training sessions, and the development of clear guidelines to align team efforts with organizational hiring goals.

What is the role of a talent acquisition operations manager?

A talent acquisition operations manager works in various industries, including retail, financial services, and eCommerce. Your primary objective in this career is to connect qualified job candidates with an employer. Your responsibilities include all aspects of recruiting, including job fairs, targeted advertising, and the selection of prospective employees. It involves planning and development of strategies not only for recruitment but worker retention as well. As a talent acquisition operations manager, you work closely with the company’s human resources department. Other job duties include networking with professional organizations and universities to identify possible leads. This is a full-time office position with some travel necessary to meet job applicants or attend meetings.

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Talent Acquisition Operations Manager jobs near you
Infographic showing various Talent Acquisition Operations Manager job openings in Bothell, WA as of August 2026, with employment types broken down into 80% Full Time, 17% Part Time, 1% Temporary, and 2% Contract. Highlights an 94% Physical, 2% Hybrid, and 4% Remote job distribution, with an average salary of $91,387 per year, or $43.9 per hour.

SENIOR TALENT ACQUISITION PARTNER

Lease Crutcher Lewis

Seattle, WA • On-site

Full-time

This job post has expired today. Applications are no longer accepted.

Job description

WHY LEWIS?
At Lewis, we believe exceptional people build exceptional projects. We are looking for a Talent Acquisition Lead who shares our commitment to Quality, thinks like an owner, and builds trusted partnerships across the business. This is an opportunity to shape how Lewis attracts, assesses, and hires talent while directly influencing the long-term strength of our company.
POSITION SUMMARY
The Talent Acquisition Partner owns and continuously improves the Talent Acquisition function at Lewis. This role partners with leaders across the business to build exceptional teams by attracting, assessing, and securing top talent while delivering an outstanding candidate and hiring manager experience. As a trusted advisor, this person brings market insight, business acumen, and data-informed recommendations to every search, helping leaders make informed hiring decisions that strengthen Lewis for the long term.
Success in this role is measured not by positions filled, but by the caliber of talent hired. The Talent Acquisition Partner prioritizes quality of hire above speed of hire, develops diverse candidate slates, proactively engages passive talent, and champions hiring practices that reflect Lewis values of Safety, Value, Quality, Profitability, Trust & Respect, and Fulfillment.
WHAT EXCEPTIONAL LOOKS LIKE
  • Ensures Lewis continues to attract and hire top-tier talent aligned with our values and business needs.
  • Become a highly trusted advisor to leaders and hiring managers.
  • Creates a candidate experience that encourages applicants to reapply and recommend Lewis to others.
  • Builds diverse candidate slates and long-term talent pipelines.
  • Enhances hiring effectiveness across the organization.

PRIMARY FUNCTIONS AND ESSENTIAL RESPONSIBILITIES
Talent Strategy & Hiring Excellence
  • Partner with leaders to define success profiles, anticipate future workforce needs, and develop talent strategies aligned with business objectives and anticipated skill gaps.
  • Identify, attract, assess, and secure exceptional talent for professional, leadership, and executive-level roles.
  • Evaluate candidates against both role requirements and Lewis Values.
  • Balance urgency with quality, recognizing that quality of hire comes first.
  • Maintain a high talent bar and advocate for hiring decisions that strengthen the organization long-term.
  • Provide thoughtful recommendations supported by assessment data, labor market trends, compensation intelligence, talent availability data, and business insight.

Trusted Partnership & Advisory
  • Develop a deep understanding of Lewis operations, strategy, workforce needs, and business challenges.
  • Coach hiring managers on interviewing techniques, candidate evaluation, selection decisions, and hiring best practices.
  • Respectfully challenge assumptions and highlight hiring risks and tradeoffs when appropriate.
  • Help leaders make confident, informed hiring decisions while reducing administrative burden.

Candidate & Hiring Manager Experience
  • Deliver an exceptional experience for candidates and hiring managers.
  • Provide proactive communication and clear expectations throughout the hiring process.
  • Promote and strengthen Lewis's employment brand and value proposition through every candidate interaction.

Talent Attraction & Pipeline Development
  • Actively source passive talent and build relationships before positions become available.
  • Develop talent communities and long-term pipelines aligned with future business needs.
  • Leverage employee referrals as a strategic source of top talent.
  • Support employer branding, networking, industry engagement, and recruiting events.

Talent Acquisition Ownership & Innovation
  • Continuously improve recruiting processes, tools, assessments, and hiring practices.
  • Use data and feedback to improve hiring outcomes and experiences.
  • Track and improve quality of hire, hiring manager satisfaction, diverse candidate slates, and new-hire retention.
  • Partner effectively with external search firms on leadership and specialized searches.
  • Ensure compliance with applicable laws, policies, and data privacy requirements.
  • Maintain rigorous candidate tracking, documentation, and follow-through to ensure an exceptional and well-executed hiring process.

REQUIRED QUALIFICATIONS AND EXPERIENCE
  • Bachelor's degree or equivalent combination of education and experience.
  • Seven or more years of in-house corporate recruiting experience within construction, engineering, architecture, manufacturing, or other project-based industries preferred, with demonstrated success hiring high-caliber talent.
  • Ability to quickly understand technical, operational, and leadership roles and effectively assess candidates against role-specific success factors.
  • Demonstrated success recruiting for senior-level, highly specialized, and difficult-to-fill positions.
  • Expertise in candidate assessment, behavioral interviewing, and selection methodologies.
  • Proven ability to source and engage passive candidates.
  • Strong business acumen and consultative influencing skills, including a demonstrated ability to build credibility, influence decisions, and effectively navigate competing perspectives among leaders and stakeholders.
  • Experience using recruiting technologies, sourcing platforms, analytics, and applicant tracking systems.
  • Excellent assessment, communication, relationship-building, and decision-support skills.
  • Commitment to continuous improvement and exceptional service.
  • Highly organized and detail-oriented, with exceptional project management skills and a proven ability to manage multiple concurrent searches with accuracy, responsiveness, and strong follow-through.

Salary Range
$98,000 - $155,000
Salary offered will based on geographic location (Seattle or Portland) and candidate's skills, experience, and industry alignment.
Equal Opportunity Employer
This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor.

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