STACK Infrastructure
From STACK Infrastructure's careers page
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STACK INFRASTRUCTURE (STACK) provides digital infrastructure to scale the world’s most innovative companies. We are an award-winning industry leader in building, owning, and operating highly efficient, cost-effective wholesale, colocation, and cloud data centers. Each of our national facilities meets or exceeds the highest industry standards in all operational categories of availability, security, connectivity, and physical resilience.
STACK offers the scale and geographic reach that rapidly growing hyperscale and enterprise companies need. The world runs on data. Data runs on STACK.
STACK Infrastructure is seeking a Manager of Talent Acquisition Delivery to lead the day-to-day execution of talent acquisition activities and drive consistent, high-quality recruiting outcomes across the organization.
Reporting to the Director, Talent Acquisition, this position provides direct leadership, coaching, performance management, and operational oversight to a team of Talent Acquisition Managers (TAMs). The Manager of Talent Acquisition Delivery is accountable for fostering a culture of accountability, collaboration, continuous improvement, and exceptional service to hiring managers and candidates. The Manager is responsible for translating talent acquisition priorities into actionable team objectives, managing recruiting workloads, monitoring performance, and ensuring effective execution of established recruiting processes.
The ideal candidate is a hands-on recruiting leader who combines strong people management capabilities, operational discipline, recruiting expertise, and proficiency with applicant tracking systems, particularly Workday Recruiting. Working in close partnership with the Director, Talent Acquisition and Talent Technology & Experience Specialist, this position ensures recruiting activities are executed efficiently, consistently, and in alignment with business needs. Key Responsibilities include but are not limited to:
Talent Acquisition Team Leadership & Development — 30%
Provide direct people leadership to a team of Talent Acquisition Managers, including coaching, development, performance management, and ongoing feedback.
Establish clear individual performance expectations, priorities, and accountability for recruiting deliverables.
Conduct regular one-on-one meetings, team meetings, performance discussions, and development conversations.
Monitor individual and team performance, identify opportunities for improvement, and implement appropriate coaching and corrective actions.
Support employee engagement, professional development, knowledge sharing, and team collaboration.
Manage team administrative responsibilities, including time-off coordination, workload coverage, performance documentation, and adherence to organizational policies.
Foster a positive, results-oriented team environment that promotes ownership, responsiveness, and continuous improvement.
Recruiting Delivery & Execution — 30%
Oversee daily recruiting execution to ensure hiring activities progress efficiently and align with established priorities, service expectations, and workforce demands.
Manage requisition assignments, workload distribution, recruiting capacity, and resource allocation across the TAM team.
Serve as a hands-on Talent Acquisition Manager as business needs require, managing assigned requisitions and executing full-cycle recruiting activities to support hiring priorities, address capacity gaps, and ensure continuity of recruiting delivery.
Monitor requisition pipelines, hiring milestones, aging requisitions, and potential delivery risks.
Establish and maintain consistent operating rhythms, including recruiting status reviews, pipeline discussions, and team performance meetings.
Identify bottlenecks, competing priorities, and execution challenges; implement timely solutions or escalate matters requiring leadership direction.
Ensure TAMs maintain proactive communication with hiring managers and candidates and deliver a consistent, high-quality recruiting experience.
Coordinate team coverage and workload adjustments to support changing business needs.
Translate recruiting priorities established by the Director into actionable team plans, assignments, and deliverables.
Recruiting Performance & Accountability — 20%
Monitor and evaluate individual and team recruiting performance using established metrics, dashboards, and operational reporting.
Track key performance indicators, including time-to-hire and -fill, requisition aging, hiring plan progress, pipeline health, agency spend, candidate response time, candidate conversion, and offer acceptance.
Identify performance trends, operational gaps, and opportunities to improve recruiting productivity and effectiveness.
Conduct regular performance reviews with TAMs, establishing improvement actions and following through on commitments.
Maintain visibility into recruiting capacity, workload distribution, and hiring delivery risks.
Provide the Director, Talent Acquisition with timely performance updates, operational insights, and recommendations.
Promote data-driven decision-making and accountability throughout the recruiting team.
Recruiting Processes, Systems & Operational Excellence — 15%
Ensure consistent execution of established recruiting processes, procedures, documentation requirements, and service standards.
Serve as an advanced Workday Recruiting user and operational resource for the TAM team.
Coach team members on effective use of Workday Recruiting, including requisition management, candidate tracking, workflow completion, and data accuracy.
Monitor recruiting data quality, transaction completion, and process adherence.
Identify opportunities to streamline recruiting workflows, eliminate inefficiencies, and improve the hiring manager and candidate experience.
Partner with IT and the Talent Technology & Experience Specialist to communicate system challenges, recommend enhancements, and support adoption of approved technology improvements.
Participate in testing, training, and change adoption associated with recruiting system or process enhancements.
Support compliance with applicable employment laws, internal policies, recordkeeping requirements, and established recruiting controls.
Workday system administration, security, configuration, integrations, and technical platform ownership remain the responsibility of the Talent Technology & Experience Specialist and appropriate IT partners.
Stakeholder Partnership & Communication — 5%
Serve as an operational escalation point for recruiting delivery concerns, workload challenges, and service issues.
Partner with hiring managers and People Business Partners to resolve execution challenges and maintain effective recruiting service delivery.
Communicate recruiting progress, performance trends, and operational risks to the Director, Talent Acquisition.
Collaborate with IT, Talent Technology, PBPs, and other stakeholders to support efficient recruiting processes.
Reinforce recruiting standards, communication expectations, and service commitments across the TAM team.
People Leadership & Coaching: Builds team capability through clear expectations, regular feedback, effective coaching, and consistent performance management.
Execution & Accountability: Converts established priorities into measurable actions and ensures commitments are delivered.
Operational Planning & Prioritization: Effectively allocates work, manages competing demands, and adjusts resources to meet hiring needs.
Performance Management & Analytical Thinking: Uses recruiting metrics and operational insights to identify issues, guide decisions, and improve team effectiveness.
Collaboration & Communication: Builds effective working relationships, resolves challenges constructively, and maintains transparent communication.
Process Discipline & Continuous Improvement: Promotes consistency, accuracy, efficiency, and adherence to established recruiting standards.
Technology Proficiency: Uses Workday Recruiting and related technologies effectively to support recruiting execution, data quality, and team productivity.
Measures of Success
Success in this position will be evaluated through demonstrated performance in the following areas:
Recruiting Delivery: Consistent achievement of established hiring milestones, recruiting service expectations, delivery commitments, and agency spend targets.
Team Performance: TAMs demonstrate clear accountability, effective workload management, and measurable progress toward individual objectives.
Hiring Efficiency: Improvements in requisition aging, recruiting cycle times, and resolution of delivery bottlenecks.
Stakeholder Experience: Positive hiring manager feedback, responsive communication, and effective resolution of recruiting challenges.
Operational Excellence: Consistent process adherence, accurate Workday Recruiting data, and timely completion of recruiting activities.
People Development: Effective coaching, employee engagement, performance improvement, and professional development of direct reports.
Required Qualifications
Bachelor's degree in Human Resources, Business Administration, or a related field, or equivalent combination of education and relevant professional experience.
7+ years of progressive talent acquisition or recruiting experience, including experience managing complex recruiting activities and partnering with business stakeholders.
2+ years of direct people management experience, including responsibility for coaching, performance management, employee development, and team accountability.
Demonstrated experience overseeing recruiting delivery, managing requisition workloads, and driving team performance.
Strong working knowledge of full-cycle recruiting processes, candidate pipelines, sourcing strategies, hiring workflows, and recruiting performance metrics.
Proficiency with enterprise applicant tracking systems and recruiting technology.
Experience using recruiting data, dashboards, and operational reporting to identify performance gaps and improve results.
Strong organizational, prioritization, problem-solving, and decision-making skills.
Demonstrated ability to manage competing priorities, resolve operational challenges, and maintain accountability in a fast-paced environment.
Strong interpersonal, coaching, communication, and stakeholder management skills.
Strong Workday Recruiting experience, including requisition management, candidate workflows, reporting, and recruiting process execution.
Experience leading a geographically distributed or multi-location recruiting team.
Experience recruiting for technical, engineering, construction, operations, or other specialized professional positions.
Experience supporting high-growth organizations with changing workforce requirements and competing hiring priorities.
Familiarity with data center infrastructure, mission-critical operations, or related industries.
Experience implementing recruiting process improvements, operational performance standards, and team productivity initiatives.
You are a strong communicator, you are persuasive and clear, blending analytics with experience in decision-making.
You do not get flustered easily. You can juggle multiple priorities while balancing urgent requests with shifting timelines and deliverables.
You are a team builder. You take the time to understand and develop the strengths of your resources while formulating long-term plans for the growth and success of the team.
You are naturally curious and driven toward continual improvement. While you celebrate your successes, you take time to review and analyze campaigns for future learning.
We offer a competitive compensation package with strong benefits, including medical, dental, and vision insurance, a 401K program, flexible spending accounts – even a cell phone subsidy.
We foster a culture of appreciation, including peer-to-peer recognition and rewards programs.
Fun is part of our DNA, with events, game nights, happy hours, and barbecues.
We’re growing – this is a great time to join and make an impact!
STACK is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity and expression, age, national origin, mental or physical disability, genetic information, veteran status, or any other status protected by federal, state, or local law
Note to external agencies: We are not accepting any blind submissions or resumes/cvs from recruitment agencies. Any candidates sent to STACK Infrastructure, Inc. will not be accepted or considered as a submission without a signed agreement in place. Fees will not be paid in the event a candidate submitted by a recruiter without an agreement in place is hired; such resumes will be deemed the sole property of STACK Infrastructure, Inc.
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