(711) Senior Manager, Talent Acquisition

Company Summary Arlo Solutions (Arlo) is an information technology consulting services company that specializes in delivering technology solutions. Our reputation reflects the high quality of the talented Arlo Solutions team and the consultants working in partnership with our customers. Our mission is to understand and meet the needs of both our customers and consultants by delivering quality, value-added solutions. Our solutions are designed and managed to not only reduce costs, but to improve business processes, accelerate response time, improve services to end-users, and give our customers a competitive edge, now and into the future. Position Overview The Senior Manager, Talent Acquisition owns operational management of the full-lifecycle recruiting function — translating TA strategy into a running, measured operation across both pre-award (business development / proposal-stage) and post-award/internal (active contract delivery, Headquarters) hiring. This role is the operational backbone of TA and owns the ATS/HRIS environment the function runs on, builds and reports the KPI framework leadership uses to gauge hiring health, manages all TA vendor and staffing-partner relationships, and owns TA's compliance posture. The Senior Manager partners directly with the Director of HR on workforce and pipeline strategy so recruiting execution and broader HR workforce planning. This is a primarily remote position; some travel will be required to represent the company at recruitment events, job fairs, and conferences. Work Location: Remote Clearance: N/A Job Responsibilities and/or Success Factors Own day-to-day operations of the TA function — staffing cadence, requisition flow, SLA adherence, and escalation resolution across pre-award and post-award hiring Partner with the Director of HR on workforce and pipeline strategy, translating headcount forecasts and contract growth into proactive sourcing plans Own the TA KPI framework (time-to-fill, offer-acceptance rate, pipeline health) and present performance data to leadership Drive process improvement across the recruiting lifecycle and own the JD library, interview guides, and sourcing playbooks Manage TA vendor and staffing-partner relationships, including contract negotiation and performance accountability Support HR with EEO/OFCCP recordkeeping, clearance-related hiring requirements, and audit readiness Own ATS administration and partner with I.T. to drive the systems roadmap to support automation and reporting capabilities Directly manage and develop the TA team, including performance management and career development Represent the company at recruitment events, job fairs, and industry conferences as needed Core Capabilities Operational leadership: runs a multi-workstream function with competing SLAs and stakeholders Data fluency: builds and interprets KPI dashboards, not just reads them Vendor negotiation & contract management: comfortable owning cost and performance accountability for external partners Compliance literacy: working knowledge of EEO/OFCCP and clearance-related hiring rules ATS/HRIS administration: systems thinking, not just user-level familiarity Executive communication: comfortable presenting performance data and recommendations to senior leadership Remote team management: effective at leading and developing direct reports in a fully distributed environment Education and Minimum Qualifications 10+ years in Talent Acquisition, including 5+ years directly managing people in a TA leadership or recruiting-ops capacity Experience recruiting in a government contracting / cleared environment strongly preferred (pre-award and post-award hiring) Hands-on ATS administration experience (Greenhouse preferred) — configuration, reporting, and workflow design Demonstrated experience managing vendor/staffing-partner relationships and contracts Demonstrated ability to build and present KPI/SLA frameworks and dashboards to leadership Understanding of EEO/OFCCP compliance requiremen…