Manager, Talent Acquisition

WHO WE ARE

Consumer Reports is an independent, nonprofit organization dedicated to a fair and just marketplace for consumers. Our team is made up of truth tellers, change agents, and consumer advocates who investigate and build coalitions to fight for fairness and justice in the marketplace for consumers. We leverage our evidence-based approach to demand safer products, a healthier environment, and equitable services for everyone. 

Our mission starts with you. We offer medical benefits that start on your first day as a CR employee that include behavioral health coverage, family planning and a generous 401K match. Learn more about how CR advocates on behalf of our employees.

OVERVIEW

A strong Talent Acquisition Manager knows that hiring is more than just sourcing and recruiting-- it's also part strategic planning, marketing, a focus on candidate experience, candidate assessment and onboarding and retention. CR is looking for a talented, results-driven, and resourceful Manager with a proven track record and a creative yet effective approach to ensure that  CR remains an employer of choice.

Reporting to the Director, Talent Management you will lead a small, agile recruiting team and ensure effective and integrated recruitment systems and operations. Your key responsibility will be to implement effective processes that build strong, diverse candidate pipelines for all positions, including hard-to-fill roles. This will involve collaborating with hiring managers across all levels and cultivating external relationships to develop best-in-class strategies for identifying, attracting, and securing top talent.

If you have demonstrated experience developing equitable, repeatable processes, sourcing high caliber tech talent, employing creative approaches to fill unique roles, and using data to measure, improve, and drive effective strategy, we want to hear from you.

This is a hybrid position. Candidates in the NY and DC area will be prioritized. This position is not eligible for sponsorship.

How You'll Make An Impact

CR’s enterprise strategy is all about driving impact by securing big wins for consumers and we are making deep investments in the talent we need to help us do it. We need a creative, forward thinking talent acquisition leader to refine and manage our recruitment processes and systems that will accelerate our strategy. On a daily basis, you will:

• Manage the full recruitment lifecycle from sourcing to offer based on processes that focus on the candidate and hiring manager experience and the data that drives evidence based decision making. 
• Own the continuous improvement of Talent Acquisition systems and recruiting processes, policies, and procedures
• Establish, track, analyze and share data analytics to continuously improve talent acquisition processes and outcomes 
• Collaborate closely with other People & Culture and cross-functional leaders to advance the organization’s people strategies. 
• Develop and maintain recruiting systems, policies, and processes consistent with the organization’s diversity, equity, and inclusion principles that mitigate bias in every stage of the recruitment process.
• Assess the competitive landscape in order to provide insights on market trends and candidate populations.
• Maintain clear and open lines of communication with cross-functional leaders to monitor progress against open positions and ensure recruiter efficacy.
• Manage the organization’s relationship with recruitment-related partners including recruitment agencies, Talent Acquisition system vendors, and talent-driven channels
• Serve as the recruitment lead for senior, complex and/or hard to fill roles
• Mentor, develop, and coach team members on leading practices in talent acquisition, ensuring they have the resources, training, and support they need.

ABOUT YOU

You’ll Be Highly Rated If:

• You have full scope talent acquisition experience. You have at least seven years of experience in full cycle recruitment, including sourcing, screening, managing the interview process and moving candidates through to accepted offers. This should include at least five years using creative and innovative approaches to building robust and diverse pipelines. 
• You have developed and implemented effective processes. You have at least five years of experience developing and and improving talent acquisition processes and creating appropriate documentation, training material, and templates to promote understanding and buy-in with internal stakeholders
• You have experience recruiting in the tech space. You have spent at least 3 years successfully sourcing and placing data scientists or software, DevOps, or AI/ML engineers. You know where the best tech talent is and how to reach them.
• Your default way of working is through an ATS. You have designed and/or administered high functioning, fully self-contained candidate management systems. You have been successful in finding new ways to automate tracking and notifications.
• You have managerial experience.  You bring at least three years of experience successfully managing and developing people. 
• You are well-versed in contemporary interviewing best practices. You have demonstrated success as a strong thought partner with hiring managers building out harmonized, repeatable interview processes. You understand how to see past what is on paper to assess candidates for the target value add competencies. You have examples of how you have worked with leaders across at all levels and used a variety of strategies to improve the effectiveness and speed of the interview phase.
• You have a strong orientation to metrics and data. You know your candidate numbers, your time to fill targets, and days open metrics like the back of your hand. You measure the success of the various strategies you are trying and revise your tactics when they fail to yield the best prospects.
• You are an excellent communicator. You understand the importance of the information flow between hiring managers and Talent Acquisition. You have a system for keeping both your internal clients and your candidates informed and engaged every step of the way.  
• You have a strong service orientation. Whether your stakeholder is internal or external, senior leader or frontline employee, you are adept at prioritizing requests and inquiries. You listen to understand, not only to respond.

You'll Be One of Our Top Picks If:

• You have deep experience building and managing talent acquisition teams. You have at least five years of experience leading a talent acquisition team with responsibility for full lifecycle recruiting.
• You are well-versed in tech recruiting. You have  five years of candidate cultivation and assessment experience for tech sector roles.
• You have previous experience using the Greenhouse ATS System. You have built out high functioning workflows in Greenhouse and understand how to leverage the system for maximum efficiency and a great user experience.

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FAIR PAY AND A JUST WORKPLACE

At Consumer Reports, we are committed to fair, transparent pay and we strive to provide competitive, market-informed compensation informed by location, as well as the candidate’s particular combination of knowledge, skills, competencies, and experience. It is expected that most qualified candidates will fall near the middle of the posted salary range. 

Salary ranges:

• NY: $150K-$165K
• DMW $143,750 -$158,750 annually

Consumer Reports is an equal opportunity employer and does not discriminate in employment on the basis of actual or perceived race, color, creed, religion, age, national origin, ancestry, citizenship status, sex or gender (including pregnancy, childbirth, related medical conditions or lactation), gender identity and expression (including transgender status), sexual orientation, marital status, military service or veteran status, protected medical condition as defined by applicable state or local law, disability, genetic information, or any other basis protected by applicable federal, state or local laws.  Consumer Reports will provide you with any reasonable assistance or accommodation for any part of the application and hiring process.