Sr Manager, Talent Acquisition

As the Senior Manager, Talent Acquisition at Galileo Learning, you will lead the strategy and execution for hiring across all areas of the organization—Summer Staff, Camp Leadership, and Headquarters roles.

You will partner closely within the People Team and with Cross-Functional Leaders to ensure consistency in hiring practices, data integrity, and strategic use of our recruiting systems. You will be accountable for ensuring hiring goals and deadlines are met, so that both HQ and camps are fully staffed on time and in alignment with company objectives.

Your role balances strategic planning with hands-on leadership—designing and executing recruitment strategies, building diverse candidate pipelines, and ensuring an exceptional experience for candidates and hiring managers alike. You'll also lead Galileo's employer brand efforts, ensuring our voice and values are reflected across all hiring processes and recruiting channels.

Why this Role Matters

This role powers the operational foundation that makes Galileo's mission possible. By designing robust, scalable multi-channel recruitment strategies and managing a highly cohesive talent engine, the Senior Manager, Talent Acquisition ensures that all program and operational teams are staffed with high-quality, mission-aligned talent on schedule. You will act as a driving force for equity, employer brand excellence, and data-backed recruitment optimization across the entire organization.

You will be Accountable For

Leadership & Management

Oversee hiring progress towards goals, ensuring that goals for staff quality, hiring timelines, and headcount are met across all departments.

Manage, coach, and develop year-round direct reports, setting priorities, timelines, and success measures for each hiring category.

Oversee indirect seasonal recruiting staff during high-volume hiring seasons, ensuring effective onboarding, training, and performance management.

Build a cohesive, collaborative TA team culture that fosters high performance, shared learning, and continuous improvement.

Recruiting Strategy & Execution

Design and implement annual and seasonal recruiting and selection plans in partnership with the head of People and other collaborators.

Drive applicant volume, conversion rates, time-to-fill, and cost-per-hire goals across all hiring categories.

Guide sourcing strategy talent through job boards, social media, partnerships, community outreach, and referral programs to build diverse candidate pools.

Oversee vendor relationships and external recruiting partners to ensure cost per hire remains within set targets.

Employer Branding & Candidate Experience

Design, create, and execute a unified employer brand strategy that highlights Galileo as an employer of choice across various digital platforms and networks.

Ensure the candidate journey is consistent, timely, and engaging from first contact to offer acceptance.

Monitor candidate feedback and hiring manager satisfaction to continuously improve recruiting processes.

Collaboration & Process Alignment

Collaborate with others to maintain consistent hiring practices, leverage recruiting systems effectively, and ensure data accuracy across all hiring pipelines.

Partner with Field Operations, HQ department heads, and other leaders to align recruiting timelines and staffing levels to program needs.

Prepare and lead the content for cross-functional hiring process reviews and annual debriefs to drive improvements across the organization.

Data, Reporting & Continuous Improvement

Track and analyze recruiting metrics to assess performance, identify trends, and make informed decisions.

Provide regular progress updates and key insights to People Team leadership and cross-functional partners across the organization.

Recommend and implement process improvements to streamline workflows and enhance efficiency.

Inspired by Galileo's mission and purpose. Innovation education, project-based learning, and working in a professional, welcoming, deeply camp-inspired culture sound like things you're ready to explore or sign up for.

6+ years of progressive recruiting experience, including at least 2 years leading a team or function, with proven ability to coach and develop direct reports.

Commitment to equitable, bias-conscious hiring practices and familiarity with multi-state recruiting compliance considerations.

Detail-oriented with strong organizational skills, capable of managing multiple competing priorities and deadlines across high-volume hiring cycles.

An excellent communicator, adept at building relationships and collaborating across teams, who motivates their peers and team to achieve high performance and continuous improvement.

Demonstrated success owning multi-tier or high-volume hiring pipelines (seasonal, field, and corporate/HQ roles), and accountability for metrics such as time-to-fill, conversion, cost-per-hire, and headcount goals.

Experience designing and deploying employer brand strategy across job boards…