Talent Acquisition Manager
Frontline Wildfire Defense
People & HR
Posted on Mar 21, 2026
*Please note that we do not accept unsolicited candidate introductions, referrals, or resumes from external recruiters or staffing agencies.
Talent Acquisition Manager
Location: While this role is remote, this role requires the candidate to be located in the the US, preferably in the PST or MST area. If in CST or EST, must be able to work PST or MST hours.
About Frontline Wildfire Defense
Founded in 2017, Frontline developed the first fully integrated wildfire defense system to stop the leading cause of home loss in wildfires: ember-driven ignition. The system combines exterior sprinklers, full-coverage design, and connected software for remote monitoring and response, allowing homes to protect themselves long after families evacuate or infrastructure fails.
Proven effective during the 2025 Los Angeles wildfires, 96% of homes with Frontline systems survived. That success has earned top industry recognition, including Frontline being recognized as one of TIME’s Best Inventions 2025 in the Green Tech category and receiving the PCBC Gold Nugget Award for “Most Innovative Housing Concept” and the Best of IBS Award for “Best Home Technology.”
As wildfires grow hotter and more frequent, our vision is to give people the tools and strategies to live safely with fire. We’re building a mission-driven team creating real-world solutions in wildfire safety and climate tech.
About This Opportunity
As the Talent Acquisition Manager, you will lead and scale the recruiting function at Frontline Wildfire Defense while remaining actively involved in full-cycle recruiting. You will manage a small team of high-performing recruiters and partner closely with executive leadership to build the workforce needed to support our rapid growth.
This role requires a strategic thinker who also enjoys being hands-on in recruiting execution. You will drive hiring strategy, oversee recruiting operations and metrics, recruit for highly technical and leadership roles, and continuously improve our recruiting processes to increase hiring speed and efficiency.
This is an exciting opportunity to shape and scale the talent acquisition function at a fast-growing climate tech startup where hiring the right people quickly is critical to our mission.
Key Responsibilities
Talent Acquisition Strategy & Leadership
- Lead, mentor, and support a small team of three high-performing recruiters, fostering a collaborative, high-trust environment.
- Operate with a no-micromanagement leadership style, empowering the team to perform at a high level in a flexible work environment.
- Develop and execute talent acquisition strategies that align with company growth and hiring goals.
- Partner closely with the Senior Talent Acquisition Specialist to brainstorm recruiting strategies, process improvements, and hiring solutions.
- Act as a trusted advisor to executive leadership on hiring strategy, workforce planning, and talent market insights.
Full-Cycle Recruiting & Executive Hiring
- Lead and participate in full-cycle recruiting, working alongside the recruiting team to source, screen, interview, and close candidates.
- Personally recruit for highly technical roles (engineering, software, hardware, etc.) and senior leadership positions (VP level and above).
- Build strong talent pipelines for critical roles and proactively identify top candidates.
- Ensure a best-in-class candidate experience throughout the hiring process.
Recruiting Operations & Process Optimization
- Design and continuously improve recruiting processes to support a high-growth startup hiring environment.
- Identify opportunities to streamline workflows and eliminate unnecessary steps, meetings, or bottlenecks.
- Champion a “less is more” efficiency mindset, ensuring recruiting processes remain simple, effective, and scalable.
- Standardize hiring processes, interview frameworks, and evaluation criteria across departments.
- Ensure recruiting documentation, workflows, and internal processes are organized and scalable.
Recruiting Metrics & Executive Reporting
- Own and manage all Talent Acquisition metrics and reporting, ensuring accuracy and transparency across the organization.
- Deliver recruiting insights and updates to executive leadership.
- Lead weekly recruiting meetings and hiring pipeline reviews with internal stakeholders.
- Review and approve drafted JDs from the Senior/Talent Acquisition Specialist, ensuring accuracy and alignment with company standards.
- Align all new roles on compensation, level, and seniority with leadership and market benchmarks before posting.
- Manage and maintain the company organizational chart, ensuring it is accurate, up to date, and reflects changes across teams.
Recruiting Systems & Technology
- Lead the implementation and transition of our ATS from QuickBooks to ADP Workforce Now.
- Optimize recruiting technology to support efficiency, reporting, and scalability.
- Ensure recruiting systems and workflows are effectively utilized across the team.
- Identify opportunities to leverage tools, automation, and integrations to improve recruiting operations.
Cross-Functional Communication & Partnership
- Communicate regularly with executive leadership and department heads on hiring progress and strategy.
- Partner closely with hiring managers to align on hiring needs, interview processes, and candidate evaluations.
- Facilitate cross-department collaboration to ensure recruiting efforts align with company priorities.
- Maintain clear and consistent communication across teams to ensure hiring goals are met.
Qualifications
Must-Have
- Bachelor’s degree from an accredited university in Human Resources, Business, Engineering/Technical field, or related discipline.
- 10+ years of recruiting experience, including technical and executive level recruiting, with at least 5 years in-house
- 5+ years managing and leading recruiting teams, including a minimum of 4 years in in-house TA management.
- Demonstrated success in building and scaling recruiting functions and leading significant talent acquisition projects in high-growth, innovative, or technically complex organizations.
- Proven ability to manage and influence senior stakeholders (Director, VP, C-level) on hiring strategies, talent calibration, and pipeline progress.
- Proven experience recruiting across functions: HR, Finance, Legal, Operations, Marketing, and Executive role, with strong expertise in technical and senior leadership hires (VP+)
- Strong leadership skills with a genuine interest in helping team members succeed and grow in their careers.
- Excellent communication skills with the ability to interact effectively with candidates, hiring managers, and executive leadership.
- Experience owning recruiting metrics, reporting, and hiring analytics.
- Experience implementing or managing ATS platforms and recruiting systems, preferably ADP.
- Strong experience using Google Workspace (Docs, Sheets, Slides, etc.).
- Ability to pivot quickly and operate effectively in ambiguous environments.
- A player-coach mentality, someone who enjoys leading while also actively recruiting alongside the team.
- Strong organizational and project management skills.
Nice-to-Have
- Experience leading ATS implementations or system migrations.
- Background recruiting within climate tech, hardware, engineering, IoT, or high-tech industries.
- Experience scaling recruiting functions at startup or Series A–C stage companies.
- Experience implementing recruiting automation, sourcing strategies, or recruiting technology tools.
- Experience building recruiting processes from the ground up.
Compensation & Benefits
- Competitive salary: $115,000 – $140,000 DOE
- Company-provided cell phone and computer
- Full Medical, Dental, and Vision coverage
- 401(k) retirement plan
- Flexible time off + 14 paid holidays (yes, your birthday is one of them!)
- Remote-First work environment, offering autonomy and flexibility
- Work-from-home stipend to support your remote setup
- Join a high-performing, mission-driven team doing work that truly matters
- And much more!
Join Our Mission!
If you're excited about building teams that create technology protecting homes and families from wildfire disasters, we want to hear from you! Apply today and become part of a fast-growing team with purpose and innovation at its core.
Diversity and inclusion are essential values at Frontline. We know we'll do our best and most impactful work when we feel represented and we belong. We encourage talented people from a wide variety of backgrounds and experiences to apply. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status.