Manager of Talent Acquisition

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 r