Senior Manager, Recruiting, Amazon University Talent Acquisition

Amazon University Talent Acquisition (AUTA) is seeking a Senior Manager to serve as the Single Threaded Leader (STL) for Technical campus recruiting. In this role, you will own the end-to-end university talent acquisition strategy, recruiting team, and delivery for Amazon's technical disciplines in NAMER, including SDE-I, Specialized SDE-I, and non-SDE technical roles. Amazon's technical hiring operates across multiple businesses, geographies, and hiring channels at significant volume. The talent landscape is shifting rapidly toward AI-first skillsets, evaluation rigor is increasing, and competition for top engineering talent from startups and peer tech companies is intensifying. You will design the team structure, mechanisms, and strategy needed to secure the best technical talent from universities worldwide while delivering measurable hiring outcomes.

This is a high-impact leadership role. You will partner with engineering leaders, hiring managers, Bar Raisers, and university administration, operating in a space where process decisions at scale directly affect thousands of hires and Amazon's reputation as a technical employer of choice.

You are a senior recruiting leader who thrives in ambiguous environments, has deep credibility with technical stakeholders, and can build structure while maintaining the operational precision that high-volume technical recruiting requires.

This role offers significant scope, executive visibility, and the opportunity to build and lead high-performing teams in a fast-paced, ambiguous, and deeply collaborative environment.

Key job responsibilities *Serve as the Single Threaded Leader for AUTA Technical, owning the end-to-end campus recruiting and intern program strategy for SDE-I, Specialized SDE-I, and non-SDE technical disciplines in North America. *Author and maintain a multi-year Technical Talent Acquisition strategy document that articulates Amazon's competitive position by role type, pipeline health, investment priorities, and measurable outcomes. Use this document to align cross-functional stakeholders and influence resource allocation decisions. *Define goals and long-term strategy (3+ years) for technical campus recruiting; establish success metrics, KPIs, and reporting standards that provide real-time visibility into pipeline health, time-to-fill, conversion rates, quality-of-hire indicators, and competitive loss by role type and geography. *Develop and execute a unified school engagement strategy for technical roles, maintaining a tiered approach to target institutions selected on quality-of-hire data, AI/ML and computer science program strength, research partnerships, and geographic proximity to tech hubs. *Serve as the single TA point of accountability for technical hiring leaders within AUTA's scope, regardless of level or hiring channel, ensuring a consistent and high-quality candidate and hiring manager experience across all touchpoints. *Lead, develop, and inspire a team of recruiting leaders and their teams, setting clear performance expectations, providing coaching and career development, and building organizational capability to deliver against ambitious technical hiring goals. *Own Technical TA reporting to AUTA and business leadership, including pipeline health by role type and geography, conversion rates, quality-of-hire metrics, competitive loss analysis, and time-to-fill, delivered through standardized mechanisms. *Represent AUTA Technical at senior leadership forums, communicating pipeline health, risks, strategic recommendations, and program outcomes with clarity and executive presence.