Manager, Talent Account Management

Overview Together, We Enhance Innovation and Growth The Manager, Talent Account Management leads the team of Talent Account Managers (TAMs) who run i2G's hiring process from intake to close. The TAMs own the hiring manager relationship and the candidate experience once a candidate enters an active process. This Manager makes sure that work is focused on the right roles, delivered to a consistent standard, and measured in a way the business can trust. The role is accountable for delivery outcomes, reporting, customer satisfaction and escalations. It works from the priority order set jointly with the Capacity Planning Manager, so that TAM time goes to the roles that matter most to i2G's contracts and markets. It operates on Kastle Systems' talent platforms (iCIMS, LinkedIn and Indeed) and draws its candidate supply from Kastle's Sourcing team. This is a leadership and delivery role, not a sourcing role and not a demand-planning role. It does not own the demand forecast, which sits with the Capacity Planning Manager. It does not own top-of-funnel sourcing, which sits with Kastle's Sourcing team. It owns what happens between those two: turning qualified leads into hires, and doing it well. Reporting and working relationships Chief Operating Officer, i2G (direct). Sets business priorities for the team, evaluates performance and is the escalation point for delivery and resourcing issues. Senior Director, Talent Acquisition, Kastle Systems (indirect). Sets recruiting process standards, platform usage and compliance expectations, and partners on team practices and reporting. Capacity Planning Manager, i2G (peer). Owns the labor demand forecast and the rolling requisition priority order. The two roles agree together where TAM effort goes each month. Kastle Sourcing team (upstream partner). Supplies sourced and inbound candidates to the TAMs. This Manager owns the quality feedback loop back to Sourcing. i2G hiring managers and branch leadership (customers). The people the TAMs serve. This Manager is the senior point of contact for their satisfaction and their escalations. Responsibilities Key responsibilities 1. Team leadership and coaching Lead, coach and develop three Talent Account Managers. Set clear expectations, run regular one-to-ones and case reviews, and give direct performance feedback. Assign requisition portfolios to TAMs based on priority, complexity, market and workload, and rebalance as demand shifts. Set and audit the standard for the TAM role: intake quality, screening rigor, submittal quality, interview coordination, feedback turnaround, offer preparation and close. Coach TAMs on running difficult conversations with hiring managers, including pushing back on unrealistic requirements or slow decisions. Hire, onboard and backfill TAMs as needed, and maintain a development path for the team. 2. Prioritization and alignment with capacity planning Work with the Capacity Planning Manager as the…