Manager of Talent Acquisition at Karbon

Job description

About Karbon Karbon is the global leader in AI-powered practice management software for accounting firms. We provide an award-winning cloud platform that helps tens of thousands of accounting professionals work more efficiently and collaboratively every day. With customers in 40 countries, we have grown into a globally distributed team across the US, Australia, New Zealand, Canada, the United Kingdom, and the Philippines. We are well-funded, ranked #1 on G2, growing rapidly, and have a people-first culture that is recognized with Great Place To Work® certification and on Fortune magazine's Best Small Workplaces™ List. We are seeking a player-coach style Manager of Talent Acquisition to own and elevate our global recruitment function. This is an owner-operator role: you will lead by example, personally closing roles, while managing a small team of recruiters and overseeing operational excellence across all open roles. Reporting to the VP of People, you will continuously refine how recruitment operates at Karbon - from candidate experience to process optimization, reporting, and AI integration. At the core, this role needs someone who: is obsessed with data and making recruitment more scientific a stickler for attention to detail a true talent partner not an order taker thinks AI-first and constantly look for ways to use AI to improve efficiency and delivery. About the Role: Recruiting Operations, Performance & Forecast Ownership Lead and scale the recruiting function with a sales-operator mindset, setting clear monthly and quarterly hiring targets aligned to headcount plans and business priorities. Manage recruiting performance like a revenue organization, using ramp expectations, activity targets, and pipeline coverage ratios to drive predictable hiring outcomes. Establish and maintain data-driven management systems that monitor pipeline health, diagnose breakdowns, and trigger tactical interventions to improve velocity, conversion, and quality. Own and continuously refine recruitment forecasting, translating workforce plans into executable hiring models and regularly validating forecast accuracy against real-time pipeline data. Partner closely with People, Finance, and business leaders to proactively identify hiring risk, capacity constraints, and market signals—adjusting plans before targets are missed. Player-Coach Leadership, Accountability & Talent Bar Lead as a player-coach, personally closing roles while scaling recruiter output through clear expectations, structured coaching, and real-time inspection. Set and uphold a high talent bar, balancing accountability with development and investing deeply in recruiter growth and performance. Create a culture of ownership, urgency, and continuous improvement, where recruiters understand their numbers and are accountable to outcomes—not just effort. Implement consistent coaching cadences, pipeline reviews, and performance feedback loops to drive sustained improvement at both the individual and team level. Cross-Functional Partnership & Executive Visibility Partner cross-functionally with functional leaders to define hiring priorities, align on profiles, and execute against hiring targets with discipline and transparency. Drive executive-level visibility into recruiting performance, presenting regularly on hiring progress, forecast accuracy, risks, and recommendations. Act as a trusted advisor to leadership, using data to influence decisions on timing, scope, and sequencing of hiring. KPIs & Success Metrics You Own Own and report on key recruiting KPIs, including: Hires per month / quarter Time-to-fill and time-to-start Recruiter productivity and capacity Pipeline coverage and conversion rates Offer acceptance rate Quality and durability of hire Use these metrics to continuously tune the recruiting engine and improve predictability, efficiency, and outcomes. Innovation & AI Integration Think AI-first, leading in the experimentation and use of AI tools to improve every aspect of ou