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Role:

We are looking for a Senior Manager, Talent acquisition to join our growing recruitment team at Splunk! The right candidate for this role will have a minimum of 3 years' experience as a Sr. Manager of Talent Acquisition in a large enterprise software or high tech company (2000+ employees). They’ll have directly managed a team of 8+ Sr. Sales Recruiters. Demonstrated experience tracking, reporting, and presenting key recruiting metrics to VP and C-level executives for Field organizations is required.

Location: San Francisco base is preferred but a strong candidate can reside anywhere.  

Responsibilities:

  • Lead, build, and manage a team of 8+ senior recruiters and sourcers. Develop, coach, and mentor direct reports.
  • Create data backed analysis to the Splunk leadership team and other stakeholders to help drive strategic decision-making.
  • Identify areas of strength and opportunities for improvement on talent-related topics such as recruitment, internal movement, attrition, and diversity.
  • Become a trusted partner to Sales leadership at the VP to C level. Present important metrics, recommended courses of action, and implications to eStaff.
  • Use in-depth knowledge and data backed market research to influence effective solution creation with relevant HR partners (e.g. Total rewards, HR Business Partners, D&I, TA leadership).
  • Create an execution plan to increase workforce diversity and continue to foster Splunk's culture of inclusion. Create buy-in at the executive level. Create reports to measure effectiveness and improve solutions to meet D&I goals.
  • Ensure operational excellence, focusing on quality, customer experience, process efficiency, and cost of delivery.
  • Innovate and experiment to challenge the status quo and support growing a world class recruiting organization.

Requirements:

  • 3+ years experience as a Sr. TA Manager for the Field, with demonstrated experience building and scaling a sales recruitment team.
  • Prior experience creating PPT presentations and leading discussions at eStaff meetings on talent related topics including recruiting, diversity, internal movement, and attrition is required.
  • 5+ years client management experience at the VP/C-level for Sales organizations, acting as a strategic partner and influencer to drive positive business outcomes.
  • 10+ years of experience supporting Sales organizations at dynamic high growth companies, in TA management and previously as a recruiter.
  • 5+ years of recent TA experience specifically at hyper growth, tech companies.
  • Demonstrated experience creatively improving processes, programs, and results. Examples of successful partnership with TA or HR Ops to deliver actionable workforce metrics that have resulted in meaningful business impact.

Qualities:

  • Executive presence and the ability to advise and influence senior business leaders.
  • Strategic Thinker – identify patterns across organizations to tie into recruiting strategy.
  • Agility and adaptability in thinking - can identify when to customize versus when to provide a holistic solution, and work with the business to establish the best GTM solution.
  • Demonstrated ability to scale - can go deep in the weeds when needed, while also understanding the big picture.
  • Strong judgement skills - know when to escalate, when to dive deep, and when to bring certain people into the discussion.
  • Problem solving - Possess a data driven approach to problem solving and an agility to do so in real time with senior leadership.
  • Very strong operational, programmatic, and analytical skills.
  • Collaborative, team oriented attitude.

We value diversity at our company. Everyone who applies with the qualifications will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, or any other applicable legally protected characteristics in the location in which the candidate is applying.

For job positions in San Francisco, CA, and other locations where required, we will consider for employment qualified applicants with arrest and conviction records.

Splunk's Hiring Practices
Splunk turns machine data into answers. Organizations use market-leading Splunk solutions with machine learning to solve their toughest IT, Internet of Things and security challenges.

Individuals seeking employment at Splunk are considered without regards to race, religion, color, national origin, ancestry, sex, gender, gender identity, gender expression, sexual orientation, marital status, age, physical or mental disability or medical condition (except where physical fitness is a valid occupational qualification), genetic information, veteran status, or any other consideration made unlawful by federal, state or local laws. Click here to review the US Department of Labor’s EEO is The Law notice. Please click here to review Splunk’s Affirmative Action Policy Statement.

Splunk also has policies in place to protect the personal information candidates disclose to us as part of the application process. Please click here to review Splunk’s Career Site Privacy Policy.

Splunk does not discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. Please click here to review Splunk’s Pay Transparency Nondiscrimination Provision.

Splunk is also committed to providing access to all individuals who are seeking information from our website. Any individual using assistive technology (such as a screen reader, Braille reader, etc.) who experiences difficulty accessing information on any part of Splunk’s website should send comments to accessiblecareers@splunk.com. Please include the nature of the accessibility problem and your e-mail or contact address. If the accessibility problem involves a particular page, the message should include the URL of that page.

Splunk doesn't accept unsolicited agency resumes and won't pay fees to any third-party agency or firm that doesn't have a signed agreement with Splunk.

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