Talent Acquisition Strategy and Operations Manager

About the Company

Multiplier Holdings is a global venture capital backed start-up that scales high-impact professional services firms through the power of AI. Multiplier’s unique model entails acquiring professional services firms, like specialized tax and accounting practices, and transforming them into more scalable, profitable businesses by systematically integrating custom AI solutions. Multiplier holds a library of AI and workflow components developed in-house that can be configured to fit the needs of each acquired firm. This allows Multiplier to automate critical, time‑consuming tasks to increase firm efficiency and productivity and drive growth, while improving both the customer and employee experience. To learn more, visit multiplierholdings.com.

The Role

We are seeking a hands‑on, strategic, and process‑minded Lead, Talent Acquisition & Strategy to drive our hiring efforts and build the foundation of our Talent Acquisition function. This is a senior lead role with a dual focus: executing full‑cycle recruitment and building the strategy and operations to scale a best‑in‑class TA function. You will partner with hiring managers and leadership to deliver against ambitious hiring goals, while also shaping the systems, tools, processes, and playbooks that will underpin our future success in talent acquisition.

Key Responsibilities

• Full‑Cycle Recruiting: Own end‑to‑end recruitment for roles across departments and levels, including technical, corporate and leadership hiring. Lead role scoping, sourcing strategy, screening, interviewing, offer management, and pre‑onboarding experience. Ensure an exceptional candidate experience throughout every stage of the hiring process.
• Talent Acquisition Strategy: Partner with leadership to develop a scalable hiring strategy aligned with company growth and organizational needs. Translate business goals into a clear hiring roadmap and headcount plans. Drive the definition and measurement of recruiting success metrics (e.g. time to hire, quality of hire, DEI benchmarks).
• Process, Tools & Talent Operations: Design and implement repeatable, scalable recruiting processes that ensure consistency, fairness, and efficiency. Develop and document standards, templates, and protocols for each stage of the hiring funnel, including intake, evaluation rubrics, interview debriefs, and offer approvals. Build and maintain a central recruiting operations playbook covering workflows, best practices, compliance, and stakeholder responsibilities. Select, implement, and manage recruiting systems and tools (ATS, sourcing platforms, scheduling, assessments) — driving adoption and optimization across the team. Establish and monitor recruiting KPIs and SLAs, using insights to identify bottlenecks and continuously improve process performance. Ensure alignment with legal, DEI, and internal compliance standards across all hiring activity.
• Stakeholder & Hiring Manager Enablement: Serve as a trusted advisor to hiring managers and other team leads — offering guidance on talent strategy, role definition, interview design, and market insights. Provide training, coaching, and resources to hiring teams to improve interviewing skills, reduce bias, and elevate decision‑making quality.
• Sourcing & Talent Pipelining: Proactively build and nurture talent pipelines across critical functions, including passive candidate engagement and market mapping. Own sourcing strategy and execution, leveraging multiple channels: LinkedIn, Boolean search, events, referrals, and external partners.
• Employer Branding & Candidate Experience: Collaborate with Marketing and People teams to refine and amplify our employer brand across digital channels, events, and content. Champion a high‑quality, personalized candidate experience, ensuring timely communication, feedback, and transparency.
• Continuous Improvement & Market Awareness: Stay up to date with talent market trends, compensation benchmarks, tools, and industry best practices. Lead post‑hire retrospectives to identify improvements and capture learnings for future roles. Bring fresh ideas and a continuous improvement mindset to everything you do.

Who You Are

• 7–10+ years of experience in full‑cycle recruiting, with exposure to both strategic and operational aspects of talent acquisition.
• Proven experience owning or co‑owning the buildout of a recruiting function, including process design, tool selection, and stakeholder enablement.
• Strong sourcing background with ability to fill complex or senior‑level roles independently.
• Analytical and metrics‑driven mindset — comfortable owning dashboards and data‑backed decision‑making.
• Excellent project management skills: organized, structured, and able to manage competing priorities and timelines.
• Strong stakeholder management and communication skills — able to influence at all levels and build alignment.
• Comfortable navigating ambiguity, building from scratch, and iterating in a fast‑moving environment.
• Strong sense of urgency with the ability to deliver results in a fast‑paced environment.
• Excellent verbal and written communication skills, with the ability to present data and recommendations clearly and confidently.
• Skilled in negotiating offers and managing complex candidate scenarios.

What We Offer

• Opportunity to build and shape the Talent Acquisition function from the ground up.
• High‑impact role with direct exposure to leadership from across the business and strategic decision‑making.
• Competitive salary + performance‑based bonus / equity.
• Hybrid (2‑3 days a week in‑person).