<div class="content-intro"><p><strong>About Karbon</strong></p> <p style="text-align: left;">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.</p></div><p>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.</p> <p>At the core, this role needs someone who:</p> <ul> <li>is obsessed with data and making recruitment more scientific</li> <li>a stickler for attention to detail </li> <li>a true talent partner <strong>not </strong>an order taker</li> <li>thinks AI-first and constantly look for ways to use AI to improve efficiency and delivery.</li> </ul> <h4><strong>About the Role:</strong></h4> <h4 data-start="415" data-end="473">Recruiting Operations, Performance & Forecast Ownership</h4> <ul> <li>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.</li> <li data-start="658" data-end="832">Manage recruiting performance like a revenue organization, using ramp expectations, activity targets, and pipeline coverage ratios to drive predictable hiring outcomes.</li> <li data-start="835" data-end="1026">Establish and maintain data-driven management systems that monitor pipeline health, diagnose breakdowns, and trigger tactical interventions to improve velocity, conversion, and quality.</li> <li data-start="1029" data-end="1221">Own and continuously refine recruitment forecasting, translating workforce plans into executable hiring models and regularly validating forecast accuracy against real-time pipeline data.</li> <li data-start="1224" data-end="1405">Partner closely with People, Finance, and business leaders to proactively identify hiring risk, capacity constraints, and market signals—adjusting plans before targets are missed.</li> </ul> <h4 data-start="1412" data-end="1467">Player-Coach Leadership, Accountability & Talent Bar</h4> <ul> <li data-start="1471" data-end="1631">Lead as a player-coach, personally closing roles while scaling recruiter output through clear expectations, structured coaching, and real-time inspection.</li> <li data-start="1634" data-end="1773">Set and uphold a high talent bar, balancing accountability with development and investing deeply in recruiter growth and performance.</li> <li data-start="1776" data-end="1940">Create a culture of ownership, urgency, and continuous improvement, where recruiters understand their numbers and are accountable to outcomes—not just effort.</li> <li data-start="1943" data-end="2103">Implement consistent coaching cadences, pipeline reviews, and performance feedback loops to drive sustained improvement at both the individual and team level.</li> </ul> <h4 data-start="2110" data-end="2164">Cross-Functional Partnership & Executive Visibility</h4> <ul> <li data-start="2168" data-end="2337">Partner cross-functionally with functional leaders to define hiring priorities, align on profiles, and execute against hiring targets with discipline and transparency.</li> <li data-start="2340" data-end="2495">Drive executive-level visibility into recruiting performance, presenting regularly on hiring progress, forecast accuracy, risks, and recommendations.</li> <li data-start="2498" data-end="2617">Act as a trusted advisor to leadership, using data to influence decisions on timing, scope, and sequencing of hiring.</li> </ul> <h4>KPIs & Success Metrics You Own</h4> <ul> <li data-start="2661" data-end="2710">Own and report on key recruiting KPIs, including: <ul> <li data-start="2715" data-end="2742">Hires per month / quarter</li> <li data-start="2747" data-end="2779">Time-to-fill and time-to-start</li> <li data-start="2784" data-end="2821">Recruiter productivity and capacity</li> <li data-start="2826" data-end="2866">Pipeline coverage and conversion rates</li> <li data-start="2871" data-end="2894">Offer acceptance rate</li> <li data-start="2899" data-end="2931">Quality and durability of hire</li> </ul> </li> <li data-start="2934" data-end="3048">Use these metrics to continuously tune the recruiting engine and improve predictability, efficiency, and outcomes.</li> </ul> <p><strong>Innovation & AI Integration</strong></p> <ul> <li>Think AI-first, leading in the experimentation and use of AI tools to improve every aspect of our talent process.</li> <li>Drive special projects to mature the recruitment function (e.g., new assessments, hiring manager enablement, employer branding).</li> &l