Talent Acquisition Manager at Moniepoint Inc.

About the role

The Talent Acquisition Manager is the heartbeat of Moniepoint's hiring operations. You'll lead a high-performing team of recruiters to identify, attract, and hire the talent we need to create financial happiness across Africa and beyond.

Your mission is to move beyond transactional hiring. We want you to build a predictive, data-driven TA function that balances rapid scale with uncompromised quality. You'll ensure every hire doesn't just fill a seat, but aligns with our culture and helps us come through for our customers.

What you'll get to do

• Strategy & Team Leadership: Design and implement recruitment strategies for multiple job families in partnership with the Head of TA. You'll define the roadmap for how your team identifies and engages world-class talent
• Performance & Coaching: Manage and mentor a team of recruiters and team leads. You'll own their professional development, succession planning, and daily performance, helping them grow as fast as the business
• Hiring Plans & Forecasting: Use dashboards for capacity planning and hiring predictability. You'll translate complex hiring data into actionable insights for business leaders and People Business Partners (PBPs).
• Process Engineering: Continuously audit and improve the hiring funnel—from requirement intake to onboarding. You'll ensure the process remains agile and frictionless as we scale
• Stakeholder Management: Build trusted advisory relationships with senior business leaders and PBPs. You'll provide regular, clear updates and guide them through the nuances of the talent market.
• Operational Rigor: Create and enforce standard operating procedures (SOPs) for the entire recruitment lifecycle, ensuring the team meets agreed-upon timelines (SLAs) without cutting corners.
• Compliance & Governance: Manage sensitive recruitment cases, including rehire checks and conflict-of-interest assessments, ensuring we always stick to the facts and our internal standards.

To succeed in this role, we think you should have:

• 8+ years of experience in Talent Acquisition, with at least 3 years in a leadership role within a high-growth tech or fintech environment.
• Proven track record of managing teams that hire for complex Engineering, Product, and Commercial job families.
• Expert-level ability to interpret ATS data, build hiring forecasts, and use metrics to drive team performance.
• Experience in stakeholder management, with a proven ability to drive alignment with senior executives and PBPs.
• A high degree of self-management and the ability to navigate the ambiguity of a fast-paced environment.
• Experience managing recruitment across multiple geographies (e.g., Africa, Europe, or Asia).
• Experience collaborating with Marketing or Brand teams to execute employer branding initiatives.
• Demonstrated success hiring for senior-level technical leadership and engineering roles.
• Mastery of structured research methods and diverse talent channels beyond traditional job boards.

About you

• You connect the dots: You're a talent strategist who links business goals with people and structure seamlessly
• You value quality and speed: You thrive in high-growth environments, but you never sacrifice cultural alignment or candidate experience for the sake of a quick hire
• You're a storyteller with data: You have high analytical skills and can distil complex metrics into clear, logical insights that guide senior-level decisions.
• You take ownership: You're a high-ownership leader with a relentless focus on creating predictable hiring outcomes.
• You're a collaborator: You build bridges across the People team and business units to make sure we're all moving toward the same goal

What Success Looks Like

• Predictable Growth: Hiring targets are met consistently, and the team operates with a high degree of predictability in Time-to-Fill and Quality of Hire.
• High-Performing Talent: New hires are staying and growing within the organisation, contributing to Moniepoint's mission.
• Operational Excellence: Recruitment processes are documented, standardised, and followed, leading to minimal "emergency" hiring issues.
• Trusted Partnership: Business leaders view you as a strategic partner who understands their commercial goals, not just a service provider.
• Exceptional Experience: Candidates and hiring managers report a professional, structured, and human experience throughout the funnel.