(Senior) Talent Acquisition Manager (m/w/d)
About this role
Deine Rolle Du liebst es, mit Menschen zu arbeiten, echte Verbindungen aufzubauen und Talente nicht nur zu finden, sondern für etwas zu begeistern? Dann bist du bei uns genau richtig. Als (Senior) Talent Acquisition Manager (m/w/d) bei gocomo bist du mehr als nur für Prozesse verantwortlich - du bist der erste echte Berührungspunkt mit unserem Unternehmen und prägst, wie Menschen uns von Anfang an erleben. Du repräsentierst unsere Kultur nach außen, begleitest Kandidaten durch ihren gesamten Bewerbungsprozess und bist ein verlässlicher Sparringspartner für unsere Hiring Manager. Dab
Skills / categories
About people / hr roles
People roles split between recruiting (sourcing, interviewing, closing) and HR/People Ops (onboarding, performance, compliance). Both touch culture but operate on very different cadences.
Typical skills: ATS (Greenhouse/Lever), interview design, basic employment law, comp benchmarking
Salary insights (US, rough)
Typical range for people / hr roles in the US is $50,000–$180,000/year, varying widely with seniority, company stage, and city.
Estimates only. For company-specific numbers, check levels.fyi (tech), Glassdoor, or ask in the interview.
How to prep for the interview
People / HR interviews focus on judgment under ambiguity. For recruiting: expect a sourcing exercise (find 5 qualified candidates for a hypothetical role) and a phone-screen role-play. For HR / People Ops: expect scenario questions about employee relations, performance management, and policy decisions.
Universal questions: "Tell me about a difficult employee situation you handled — what was the outcome?", "How do you measure success in this role?", and "What's your point of view on remote vs. hybrid work?" Strong candidates show they can hold confidentiality, separate empathy from enabling bad behavior, and care more about the company's long-term culture than short-term comfort.
Where this role typically leads
Recruiting: Sourcer / Recruiting Coordinator → Recruiter → Senior Recruiter → Recruiting Manager → Head of Talent. HR / People Ops: HR Coordinator / Generalist → HRBP → Senior HRBP → Director of People → CPO / VP People. Specializations (DEI, L&D, total rewards) become more important at the senior level.
The biggest career investment: HRCI or SHRM certification for HR / People Ops paths, and building a track record of placing senior hires for recruiting paths. People leaders at the executive level need genuine business literacy — understanding the P&L, the product, and the strategy — not just HR mechanics.
Red flags to watch for
- Recruiting role expected to hit aggressive headcount targets in a hiring freeze. Read the company's news carefully before applying — recent layoffs + a hiring role = political minefield.
- "Build culture" as a job responsibility. Culture is shaped by leadership behavior, not by a People person. If the founders are toxic, you can't fix it.
- No mention of employment law / compliance for an HR Generalist role. Either the JD is wrong or the role is under-scoped — both are legal risk for you.
- HR reports to Finance. Sometimes works fine; often signals HR is viewed as a cost center, not a strategic function. Ask how decisions about people get made.
Frequently asked questions
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What does a people / hr role typically involve?
People roles split between recruiting (sourcing, interviewing, closing) and HR/People Ops (onboarding, performance, compliance). Both touch culture but operate on very different cadences.
What's the typical salary range for people / hr roles in the US?
Roughly $50,000–$180,000 USD/year, depending on seniority, location, and company stage. This is a wide range on purpose — verify against levels.fyi or Glassdoor for the specific company.
