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Talent Acquisition Program Manager Jobs (NOW HIRING)

Hut 8

Talent Acquisition Program Manager

Miami, FL

ABOUT THE ROLE As the Talent Acquisition Program Manager, you will be the architect of our talent acquisition engine, responsible for transforming hiring from a series of transactions into a scalable ...

Hut 8

Talent Acquisition Program Manager

Miami, FL

ABOUT THE ROLE As the Talent Acquisition Program Manager, you will be the architect of our talent acquisition engine, responsible for transforming hiring from a series of transactions into a scalable ...

Hut 8

Talent Acquisition Program Manager

Miami, FL · On-site

ABOUT THE ROLE As the Talent Acquisition Program Manager, you will be the architect of our talent acquisition engine, responsible for transforming hiring from a series of transactions into a scalable ...

Laredo Technical Services

This Acquisition Program Management will support the United States Air Force School of Aerospace Medicine (USAFSAM) Aeromedical Research Department Human Performance Branch (FHOH). USAFSAM is an ...

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Talent Acquisition Program Manager information

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$43.5K

$86.8K

$150K

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

As of Jun 29, 2026, the average yearly pay for talent acquisition program manager in the United States is $86,801.00, according to ZipRecruiter salary data. Most workers in this role earn between $55,000.00 and $112,000.00 per year, depending on experience, location, and employer.

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

AspectTalent Acquisition Program ManagerTalent Acquisition Specialist
CredentialsBachelor's degree, experience in program management, HR certificationsBachelor's degree, recruiting or HR certifications often preferred
Work EnvironmentOversees multiple recruitment projects, collaborates with HR and hiring managersFocuses on sourcing, screening, and interviewing candidates
Employer & Industry UsageUsed in large organizations with structured recruitment programsCommon across various industries for direct candidate sourcing
Search & Comparison IntentUnderstanding strategic roles in recruitment managementLooking for hands-on recruiting roles

The Talent Acquisition Program Manager focuses on managing and coordinating large-scale recruitment programs and strategies, while the Talent Acquisition Specialist handles direct candidate sourcing and screening. Both roles are essential in the hiring process but differ in scope and responsibilities.

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

To thrive as a Talent Acquisition Program Manager, you need expertise in recruitment strategies, workforce planning, and program management, typically supported by a bachelor's degree in HR or a related field. Familiarity with applicant tracking systems (ATS), HRIS platforms, and relevant certifications such as SHRM-CP or PHR is highly valuable. Strong interpersonal skills, stakeholder management, and analytical thinking set top performers apart in this role. These competencies are crucial for designing effective talent acquisition programs that attract, engage, and retain top talent while aligning with organizational goals.

How does a Talent Acquisition Program Manager typically collaborate with hiring managers and other departments?

A Talent Acquisition Program Manager works closely with hiring managers to understand their staffing needs, develop effective recruitment strategies, and align hiring plans with organizational goals. They often facilitate cross-departmental meetings to coordinate recruitment timelines, share market insights, and ensure a seamless candidate experience. Additionally, they may partner with HR, marketing, and diversity teams to implement employer branding initiatives and optimize sourcing channels. Strong communication and relationship-building skills are essential for driving successful collaboration across the business.

What does a Talent Acquisition Program Manager do?

A Talent Acquisition Program Manager oversees the strategies and processes involved in attracting, recruiting, and hiring top talent for an organization. They design and implement recruitment programs, manage hiring initiatives, and collaborate with HR teams to improve candidate experience. Their role often includes analyzing hiring metrics, developing employer branding, and ensuring compliance with hiring policies. Ultimately, they aim to build efficient systems that help the organization meet its staffing needs.
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Talent Acquisition Program Manager jobs near you
Infographic showing various Talent Acquisition Program Manager job openings in the United States as of June 2026, with employment types broken down into 44% Full Time, 52% Part Time, 2% Temporary, and 2% Contract. Highlights an 92% Physical, 2% Hybrid, and 6% Remote job distribution, with an average salary of $86,801 per year, or $41.7 per hour.

Talent Acquisition Program Manager

Two Sigma Investments, LP

New York, NY • On-site

$130K - $170K/yr

Full-time

Medical, Dental, Life, Retirement, PTO

Posted 16 days ago

Job description

Talent Acquisition Program Manager
Location
NY New York
United States
Business
Investment Management
Function
Strategy and Operations
Experience Level
Experienced
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Position Summary
Two Sigma is a leading quantitative investment management and trading firm. The company applies a scientific approach to investing, combining cutting-edge technology, artificial intelligence, data science, and quantitative research with rigorous human inquiry to capitalize on market opportunities and deliver alpha for investors.
Our team of engineers, quantitative researchers and data scientists looks beyond the traditional to test hypotheses and develop creative solutions to some of the world's most complex economic problems.
Two Sigma's Talent Acquisition team is scaling to meet significant hiring demand across our Modeling & Trading, Engineering, and Corporate functions. We're looking for a Talent Acquisition Program Manager to serve as the team's central program management office - someone who can bring structure, rigor, and innovation to how we attract and hire world-class talent. This is a newly created role reporting to the Head of Talent Acquisition. You'll operate as a force multiplier across the entire TA organization, driving cross-team programs, standardizing best practices, and leading process improvements that make our recruiters more effective and our candidates' experience exceptional. The candidate must be a proven collaborator and self-motivated with sharp attention to detail. If you are passionate about joining a fast-paced, diverse team where creative versatility drives brand excellence, we would love to meet you!
You will take on the following responsibilities:
  • Program and Process Leadership. Own and drive TA's strategic project portfolio, including candidate experience design, evaluation and assessment frameworks, interviewer training, recruiter onboarding, and operational efficiency initiatives. You'll identify what's broken or missing, build the plan, and drive execution across teams.
  • Data and Reporting. Build and maintain reporting that gives the TA Team and business leaders meaningful access to recruiting performance, pipeline health, and capacity.
  • AI and Technology Adoption. Lead the identification, piloting, and implementation of AI tools and platforms in recruiting. You'll evaluate what's available, determine what fits our workflows, and drive adoption across the team.
  • People Leadership. Manage a team of TA Coordinators, owning their development, performance, and career growth. Day-to-day task direction for Coordinators will largely come from the Recruiters they support, so you'll need to build a model that balances central management with embedded flexibility.
  • Operational Excellence. Address systemic inefficiencies across the recruiting process, from interview loop design to recruiter time allocation, shifting the team's energy from administrative work toward proactive sourcing and strategic partnership with hiring managers.

You should possess the following qualifications:
  • You likely have 8+ years of experience in talent acquisition, recruiting operations, or program management within a high-performance, technical environment. Beyond that, we're looking for someone who brings:
  • Demonstrated experience building and scaling recruiting programs, processes, or operations from the ground up rather than maintaining existing ones.
  • A strong analytical orientation; comfort with data, metrics, and using evidence to drive decisions and influence collaborators.
  • Experience managing or implementing recruiting technologies, with genuine curiosity about how AI and automation can improve outcomes.
  • People management experience, ideally of coordination or operations staff in a matrixed or embedded support model.
  • The ability to operate independently, prioritize across competing demands, and maintain momentum on long-term projects while handling day-to-day needs.
  • Excellent communication skills and the credibility to partner with HR leaders, recruiters, hiring managers, and business leaders.

You will enjoy the following benefits:
  • Core Benefits: Fully paid medical and dental insurance premiums for employees and dependents, competitive 401k match, employer-paid life & disability insurance
  • Perks: Onsite gyms with laundry service, wellness activities, casual dress, snacks, game rooms
  • Learning: Tuition reimbursement, conference and training sponsorship
  • Time Off: Generous vacation and unlimited sick days, competitive paid caregiver leaves
  • Hybrid Work Policy: Flexible in-office days with budget for home office setup

The base pay for this role will be between $130,000 and $170,000. This role may also be eligible for other forms of compensation and benefits, such as a discretionary bonus, health, dental and other wellness plans and 401(k) contributions. Discretionary bonus can be a significant portion of total compensation. Actual compensation for successful candidates will be carefully determined based on a number of factors, including their skills, qualifications and experience.
We are proud to be an equal opportunity workplace. We do not discriminate based upon race, religion, color, national origin, sex, sexual orientation, gender identity/expression, age, status as a protected veteran, status as an individual with a disability, or any other applicable legally protected characteristics.
Two Sigma is committed to providing reasonable accommodations to qualified individuals in accordance with applicable federal, state, and local laws.
If you believe you need an accommodation, please visit our website for additional information.

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