Mgr, Talent Acquisition 5
Adobe Inc., San Jose, CA, United States
The Opportunity
This is a high impact leadership role at the heart of the Customer Experience Orchestration (CXO) business, supporting the engineering teams that build the platforms enabling enterprises to deliver personalized, data-driven customer experiences on a global scale.
As Senior Manager, Talent Acquisition, you will reshape how world-class engineering talent is identified, assessed, and hired—directly influencing CXO’s ability to scale AI/ML, Platform, Cloud, Security, Data, and Core Engineering capabilities that power mission-critical customer experiences.
You’ll lead the AMER engineering recruiting organization while setting the bar for global hiring excellence, consistency, and predictability. This role is equal parts strategist, operator, and executive advisor—designed for a leader who thrives in complex, fast-moving environments where technology, data, and innovation intersect.
This is not about filling roles. It’s about building a hiring engine that fuels the future of Digital Experience.
What You’ll Do
Transform Talent Strategy into Business Impact
Translate CXO Engineering’s platform strategy, product evolution, and operating model shifts into forward-looking hiring plans, capacity models, and skills-based talent strategies.
Anticipate talent risks and opportunities by delivering market intelligence, compensation insights, and long-range demand forecasts across highly competitive technical domains.
Use data and insight to elevate prioritization, improve calibration, and enable predictable, high-quality hiring outcomes aligned to CXO business goals.
Be a True Executive Partner
Serve as a trusted Talent Acquisition advisor to CXO Engineering leaders, providing insight that informs decisions shaping the future of CXO platforms and capabilities.
Drive adoption of unified hiring models, structured interviews, and consistent assessment standards that raise quality, fairness, and confidence at scale.
Partner deeply with HRBPs, Finance, and Compensation to align headcount strategy, leveling, and investment trade‑offs in support of CXO growth priorities.
Build a Scalable, High Velocity Hiring Engine
Own end-to-end AMER engineering hiring delivery while tightly partnering with regional and global TA leaders.
Drive continuous improvement across interview readiness, reschedules, funnel quality, reporting accuracy, and hiring speed.
Design and operationalize repeatable mechanisms—role tiering, capacity planning, backlog management, and standardized workflows—that scale with the complexity and pace of the CXO business.
Create Accountability Through Data & Discipline
Establish and uphold clear KPIs across time to fill, funnel health, readiness, and quality.
Drive disciplined execution across recruiters, coordinators, sourcing partners, and engineering leaders.
Deliver clear, executive‑ready insights that enable fast, informed decisions and build trust with CXO leadership.
Lead, Grow, and Inspire Talent Leaders
Coach and develop a high‑performing team of Talent Partners and Talent Coordinators supporting critical CXO engineering domains.
Build an inclusive, psychologically safe culture that balances high expectations with genuine care, particularly during periods of rapid change and growth.
Model ownership, clarity, and excellence—elevating how Talent Acquisition shows up as a strategic function within Customer Experience Orchestration.
What You Bring
8+ years managing talent partner technical teams.
Currently hands‑on active recruiting on technical roles.
A proven ability to advise senior engineering leaders using data, market intelligence, and business context.
Strong executive influence skills—able to align stakeholders and drive meaningful change without authority.
Experience leading complex, multi‑team recruiting operations in fast‑moving, enterprise‑scale environments.
Deep expertise in structured assessment, funnel diagnostics, and scalable process design.
A reputation for accountability—setting the bar high, measuring what matters, and delivering results.
Adobe is proud to be an Equal Employment Opportunity employer. We do not discriminate based on gender, race or color, ethnicity or national origin, age, disability, religion, sexual orientation, gender identity or expression, veteran status, or any other protected characteristic.
Adobe aims to make our Careers website and recruiting process accessible to any and all users. If you have a disability or special need that requires accommodation to navigate our website or complete the application process, email accommodations@adobe.com or call +1 408‑536‑3015.
AI Use Guidelines for Interviews
Our interviews are designed to reflect your own skills and thinking. The use of AI or recording tools during live interviews is not permitted unless explicitly invited by the interviewer or approved in advance as part of a reasonable accommodation. If these tools are used inappropriately or in a way that misrepresents your work, your application may not move forward in the process.
Expected Pay Range
Our compensation reflects the cost of labor across several U.S. geographic markets, and we pay differently based on those defined markets. The U.S. pay range for this position is $145,800 -- $278,750 annually. Pay within this range varies by work location and may also depend on job‑related knowledge, skills, and experience. Your recruiter can share more about the specific salary range for the job location during the hiring process.
In California, the pay range for this position is $192,500 - $278,750.
State‑Specific Notices
California
Fair Chance Ordinances: Adobe will consider qualified applicants with arrest or conviction records for employment in accordance with state and local laws and "fair chance" ordinances.
Colorado
Application Window Notice: If this role is open to hiring in Colorado (as listed on the job posting), the application window will remain open until at least the date and time stated above in Pacific Time, in compliance with Colorado pay transparency regulations. If this role does not have Colorado listed as a hiring location, no specific application window applies, and the posting may close at any time based on hiring needs.
Massachusetts
Legal Notice: It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.
#J-18808-Ljbffr
This is a high impact leadership role at the heart of the Customer Experience Orchestration (CXO) business, supporting the engineering teams that build the platforms enabling enterprises to deliver personalized, data-driven customer experiences on a global scale.
As Senior Manager, Talent Acquisition, you will reshape how world-class engineering talent is identified, assessed, and hired—directly influencing CXO’s ability to scale AI/ML, Platform, Cloud, Security, Data, and Core Engineering capabilities that power mission-critical customer experiences.
You’ll lead the AMER engineering recruiting organization while setting the bar for global hiring excellence, consistency, and predictability. This role is equal parts strategist, operator, and executive advisor—designed for a leader who thrives in complex, fast-moving environments where technology, data, and innovation intersect.
This is not about filling roles. It’s about building a hiring engine that fuels the future of Digital Experience.
What You’ll Do
Transform Talent Strategy into Business Impact
Translate CXO Engineering’s platform strategy, product evolution, and operating model shifts into forward-looking hiring plans, capacity models, and skills-based talent strategies.
Anticipate talent risks and opportunities by delivering market intelligence, compensation insights, and long-range demand forecasts across highly competitive technical domains.
Use data and insight to elevate prioritization, improve calibration, and enable predictable, high-quality hiring outcomes aligned to CXO business goals.
Be a True Executive Partner
Serve as a trusted Talent Acquisition advisor to CXO Engineering leaders, providing insight that informs decisions shaping the future of CXO platforms and capabilities.
Drive adoption of unified hiring models, structured interviews, and consistent assessment standards that raise quality, fairness, and confidence at scale.
Partner deeply with HRBPs, Finance, and Compensation to align headcount strategy, leveling, and investment trade‑offs in support of CXO growth priorities.
Build a Scalable, High Velocity Hiring Engine
Own end-to-end AMER engineering hiring delivery while tightly partnering with regional and global TA leaders.
Drive continuous improvement across interview readiness, reschedules, funnel quality, reporting accuracy, and hiring speed.
Design and operationalize repeatable mechanisms—role tiering, capacity planning, backlog management, and standardized workflows—that scale with the complexity and pace of the CXO business.
Create Accountability Through Data & Discipline
Establish and uphold clear KPIs across time to fill, funnel health, readiness, and quality.
Drive disciplined execution across recruiters, coordinators, sourcing partners, and engineering leaders.
Deliver clear, executive‑ready insights that enable fast, informed decisions and build trust with CXO leadership.
Lead, Grow, and Inspire Talent Leaders
Coach and develop a high‑performing team of Talent Partners and Talent Coordinators supporting critical CXO engineering domains.
Build an inclusive, psychologically safe culture that balances high expectations with genuine care, particularly during periods of rapid change and growth.
Model ownership, clarity, and excellence—elevating how Talent Acquisition shows up as a strategic function within Customer Experience Orchestration.
What You Bring
8+ years managing talent partner technical teams.
Currently hands‑on active recruiting on technical roles.
A proven ability to advise senior engineering leaders using data, market intelligence, and business context.
Strong executive influence skills—able to align stakeholders and drive meaningful change without authority.
Experience leading complex, multi‑team recruiting operations in fast‑moving, enterprise‑scale environments.
Deep expertise in structured assessment, funnel diagnostics, and scalable process design.
A reputation for accountability—setting the bar high, measuring what matters, and delivering results.
Adobe is proud to be an Equal Employment Opportunity employer. We do not discriminate based on gender, race or color, ethnicity or national origin, age, disability, religion, sexual orientation, gender identity or expression, veteran status, or any other protected characteristic.
Adobe aims to make our Careers website and recruiting process accessible to any and all users. If you have a disability or special need that requires accommodation to navigate our website or complete the application process, email accommodations@adobe.com or call +1 408‑536‑3015.
AI Use Guidelines for Interviews
Our interviews are designed to reflect your own skills and thinking. The use of AI or recording tools during live interviews is not permitted unless explicitly invited by the interviewer or approved in advance as part of a reasonable accommodation. If these tools are used inappropriately or in a way that misrepresents your work, your application may not move forward in the process.
Expected Pay Range
Our compensation reflects the cost of labor across several U.S. geographic markets, and we pay differently based on those defined markets. The U.S. pay range for this position is $145,800 -- $278,750 annually. Pay within this range varies by work location and may also depend on job‑related knowledge, skills, and experience. Your recruiter can share more about the specific salary range for the job location during the hiring process.
In California, the pay range for this position is $192,500 - $278,750.
State‑Specific Notices
California
Fair Chance Ordinances: Adobe will consider qualified applicants with arrest or conviction records for employment in accordance with state and local laws and "fair chance" ordinances.
Colorado
Application Window Notice: If this role is open to hiring in Colorado (as listed on the job posting), the application window will remain open until at least the date and time stated above in Pacific Time, in compliance with Colorado pay transparency regulations. If this role does not have Colorado listed as a hiring location, no specific application window applies, and the posting may close at any time based on hiring needs.
Massachusetts
Legal Notice: It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.
#J-18808-Ljbffr