HATCHWORKS AI
Senior Manager of Talent
Talent · People Operations · Atlanta, GA
Atlanta, GA · Hybrid (in office a few days/month; periodic travel to Chicago, Costa Rica & Colombia) · Full-Time
ROLE SUMMARY
- Title - Senior Manager of Talent
- Function - Talent
- Location - Atlanta, GA (hybrid: in office a few days a month; periodic travel to Chicago, Costa Rica and Colombia)
- Reports to - Senior Director of People Operations
- Leads - Talent Acquisition, Retention, and Development (US and LatAm)
- Direct reports - LatAm Talent Advisors (Costa Rica, Colombia, Brazil); US contract recruiters
ABOUT HATCHWORKS AI
HatchWorks AI builds AI-native software that changes how our clients work. We pair product thinking with applied AI to ship solutions that are feasible, viable, and valuable, not proofs of concept. Our delivery methodology, GenDD (Generative-Driven Development), and our blended US and Latin American teams let us act as our clients' trusted AI partner, measured on outcomes: revenue, market share, and operational efficiency.
We are building that same discipline into how we hire, support, and grow our people.
ABOUT THE ROLE
The Senior Manager of Talent owns how HatchWorks AI finds, grows, and keeps its people across the United States and Latin America. Reporting to the Senior Director of People Operations, this role brings hiring, retention, and talent development under one leader so that who we hire, how they grow, and whether they stay are managed as one system rather than handed off between teams.
You will run Talent as a product: an intelligence-driven, partially agentic pipeline that pairs AI sourcing and screening tools with strong human judgment at every decision point. You will build the training and upskilling programs that keep our teams current as AI changes how software gets built, and you will support the monitoring of retention signals that tell us who is at risk and why.
You will lead Talent Advisors across Costa Rica, Colombia, and Brazil, plus US contract recruiters, and partner closely with Delivery and Growth leadership. People Operations owns payroll, benefits, compliance, and employee relations; you will work alongside that team so hiring, onboarding, and development connect cleanly.
TEAM AND REPORTING STRUCTURE
This role leads the Talent Acquisition team directly, with no intermediate managers between the Senior Manager and the Talent Advisors.
- Senior Director of People Operations
- Senior Manager of Talent
- Talent Acquisition
- Talent Advisors, Costa Rica, Colombia, and Brazil
- US recruiters (contract, engaged as needed)
US and Brazilian recruiters are contract resources; all other roles are employees of HatchWorks or its subsidiaries.
RESPONSIBILITIES
Strategy and business partnership
- Help shape and execute HatchWorks' talent strategy (hiring, retention, and development) across the US and Latin America, in partnership with the Senior Director of People Operations and aligned to headcount, revenue, margin, and delivery targets.
- Translate business plans into a hiring plan the executive team can act on: where to hire, in which country and employment model, how fast, and at what cost.
- Partner with leadership on talent supply, skills gaps, and workforce risk, presenting hiring data and recommendations clearly and confidently.
- Keep recruiting, retention, and training data accurate, organized, and auditable to support diligence readiness.
Talent Acquisition
- Own hiring end to end for US and LatAm roles across AI, software engineering, product, data, DevOps, and internal functions.
- Redesign the recruiting workflow (sourcing, screening, scheduling, offer) using AI agents and automation to remove manual work and compress time-to-fill, with human judgment on every offer.
- Own the TA tech stack, including our ATS and sourcing platform; evaluate, pilot, and make build-vs-buy decisions on new AI recruiting tools.
- Standardize pipeline stages, interview structures, and scorecards so hiring is consistent across roles and countries.
- Manage US contract recruiters (scope, terms, performance, and spend) and administer the Talent Advisor (recruiter) incentive plan.
- Partner with Delivery and Sales on client-driven hiring, bench planning, and fast-turn staffing for new engagements.
- Strengthen candidate identity and location verification controls for remote hiring.
- Partner with Marketing on employer brand and new sourcing channels for competitive AI and engineering markets.
Talent development and training
- Help build and run HatchWorks' talent development programs across the US and Latin America, starting with AI and GenDD upskilling for engineering, product, and delivery teams.
- Partner with the Directors of Engineering and Delivery leadership to identify skills gaps by role and client account, and turn them into training plans with clear owners and timelines.
- Design the technical onboarding and first-90-days ramp so new hires are productive on client work quickly, in partnership with People Operations.
- Build certification, learning-path, and mentorship programs that support career growth and internal mobility, including structured upskilling for team members on the bench.
- Help select learning platforms and content providers, and track what each program delivers.
- Develop leadership and manager training for new and growing team leads, especially across our Costa Rica and Colombia delivery teams.
Talent
- Own retention as a shared hiring and development metric: early-tenure check-ins, offer-to-90-day tracking, and manager feedback loops that catch flight risk before it becomes attrition.
- Helps analyze turnover and exit data by role, team, country, and hiring source, and feed findings back into sourcing and screening criteria.
- Build career paths and internal mobility programs so people can see how to grow at HatchWorks, and partner with People Operations on the performance review cycle.
- Assists in bringing market and compensation data into retention decisions, partnering with People Operations and Finance on salary bands and counteroffer strategy.
- In conjunction with PO, help to build engagement and recognition practices that work across a distributed, multi-country team.
Team leadership
- Lead, coach, and develop Talent Advisors in Costa Rica, Colombia, and Brazil, and US contract recruiters.
- Set clear goals, performance expectations, and career paths for the team as the function scales.
- Work closely with People Operations so hiring, onboarding, and development hand off cleanly across countries.
Data and reporting
- Own talent OKRs and executive dashboards: pipeline health, time-to-fill, cost-per-hire, quality-of-hire, attrition, retention by cohort, and training participation and outcomes.
- Use data and forecasting to anticipate talent needs and improve funnel conversion at every stage.
- Champion fair and inclusive hiring practices, including responsible use of AI in candidate evaluation.
QUALIFICATIONS
Required
- 6+ years in talent acquisition, including at least 2 years leading or mentoring recruiters.
- Proven track record recruiting for a consulting, professional services, or staff augmentation firm where hiring is tied to client demand, with strong command of technical hiring across AI, software engineering, data, DevOps, and product roles.
- Experience hiring across multiple countries, including Latin America, and familiarity with talent markets and hiring practices in Costa Rica and Colombia.
- Experience recruiting for employee and independent contractor models, including subsidiaries and EOR arrangements.
- Experience partnering with delivery or account leaders to staff client engagements quickly without lowering the bar.
- Experience managing distributed teams across time zones and countries.
- Exposure to retention or talent development programs, such as onboarding, upskilling, or early-tenure check-ins.
- Confident communicator with senior leaders: comfortable presenting hiring data and recommendations and backing them with evidence.
Preferred
- Experience designing or leading retention or training programs end to end, with measurable results.
- Experience hiring in Brazil and other Latin American markets. Our teams work in English; Spanish or Portuguese is a plus but not expected.
- Talent acquisition or learning and development certification (for example AIRS, SHRM, or ATD).
- Bachelor's degree in Human Resources, Business, or a related field.
TECHNICAL SKILLS
- Advanced fluency with ATS and sourcing platforms (we use hireEZ), recruitment automation, and learning management systems; working knowledge of HRIS (we use BambooHR).
- Hands-on experience with AI-enhanced recruiting tools (sourcing agents, skills matching, interview intelligence) and comfort standing up new AI tooling, not just using what is in place.
- Proficient in people analytics and reporting (Excel or Google Sheets, plus a BI tool such as Looker Studio, Tableau, or Power BI).
- Strong written and verbal communication for cross-functional and executive engagement.