Dear Colleague,
The job title should be considered based on internal policy, the nature and type of business, the size of the business, and the manpower managed. In practical terms, "Manager" and "Executive" often perform similar roles and have the same job description. However, in the external world and due to hierarchical setups, the title of Manager carries more weight than that of Executive. Executives are perceived as juniors, while Managers are seen as seniors. For example, "HR Head" is a title given in many companies, but in reality, the individual may hold the position of Assistant Manager or Deputy Manager in many organizations.
In your case, for a hiring role, the key point is to present a positive image to the hiring Manager. Therefore, you may choose titles like Talent Acquisition Manager or Head of Talent Acquisition so that the individual will have a stronger connection with consultants and applicants. However, it is essential to balance this with your organizational policy, parity with other departmental colleagues, and role holders to avoid any potential backlash. Therefore, make decisions based on what is most conducive to your organizational needs.
Designing a solid organizational structure for all your departments and ensuring a balanced role for the hiring position within that structure is crucial.