Principal Talent Acquisition Manager (Technical Recruiting)

Job description

Arcadia is dedicated to happier, healthier days for all. We believe that there is a better healthcare world – one powered by data. Our platform transforms complex, diverse data into a unified foundation for health, helping organizations deliver better care, boost revenue, and lower costs.
We’re a team of fiercely driven individuals committed to making healthcare more sustainable—and we’re looking for passionate people to help us get there.
For more information, visit arcadia.io .
Why This Role Is Important to Arcadia
Arcadia’s mission depends on building exceptional technical teams—engineers, data scientists, analysts, and product professionals who can design, build, and operate complex data and AI-driven systems at scale.
We are looking for a Principal Talent Acquisition Manager to lead and evolve our technical recruiting function. This role goes beyond filling roles—you will build a high-performing, data-driven recruiting engine that consistently attracts and hires top-tier technical talent in a competitive market.
You will partner deeply with Engineering, Data, Product, and Analytics leadership to understand hiring needs, shape talent strategy, and ensure we are bringing in individuals who raise the bar. At the same time, you will scale the systems, processes, and tools that enable recruiting to operate with speed, quality, and predictability.
What Success Looks Like
In 3 months
• Build deep alignment with Engineering, Data, Product, and Analytics leaders on hiring plans, talent profiles, and team needs
• Assess current recruiting processes, funnel performance, and candidate experience
• Establish clear metrics and reporting on pipeline health, conversion rates, and time-to-fill
In 6 months
• Improve hiring velocity and quality across technical roles through stronger sourcing, screening, and interview practices
• Implement scalable recruiting processes that reduce bottlenecks and increase predictability
• Strengthen employer brand and outbound sourcing strategies for hard-to-fill technical roles
In 12 months
• Operate a high-performing technical recruiting function that consistently delivers top-tier hires across engineering, data, product, and analytics teams
• Build a scalable sourcing engine with strong pipelines across key roles and geographies
• Deliver measurable improvements in hiring efficiency, candidate quality, and hiring manager satisfaction