OVERVIEW:

The Talent Acquisition Manager plays a strategic role in equipping the organization with top talent by leading full-cycle recruitment efforts and driving a process rooted in Hiring A-Players principles. This role requires a deep understanding of the talent landscape, the ability to design innovative sourcing strategies, and strong collaboration with stakeholders across the business. By championing a seamless hiring experience and ensuring alignment with organizational goals, the TAM helps secure the high-caliber talent needed to fuel growth and long-term success.

RESPONSIBILITIES:

• Full-life Cycle Recruiting – Lead the end-to-end recruitment process, from intake and sourcing to screening, interviewing, and closing candidates. Drive an efficient and consistent hiring experience rooted in Hiring A-Players principles, ensuring every step of the process is designed to identify and secure top talent who will thrive in our culture and deliver results.
• Candidate Assessment - Conduct thorough evaluations of candidates to determine alignment with the company’s values, competencies, and role-specific skills. Leverage behavioral interviewing and scorecards to assess both technical expertise and cultural fit, guaranteeing we hire individuals who will raise the bar across the organization.
• Business Partnership - Serve as a strategic and trusted advisor to hiring managers/teams, providing guidance on effective interviewing methods and decision-making rooted in the Hiring A-Players framework. Partner closely across departments to understand business needs and deliver talent solutions that align with organizational goals.
• Workflow Management - Manage an average of 5-8 requisitions at any given time, ensuring a smooth, timely, and high-quality recruitment flow. Prioritize roles strategically and maintain transparency with stakeholders on progress, challenges, and outcomes.
• Strategic Collaboration - Collaborate with leaders across the organization to address challenges related to attracting, selecting, and retaining top talent. Provide insights and solutions that strengthen our employer brand and ensure a steady inflow of A-Player candidates into the business.
• Data Analysis & Reporting - Adopt a data-driven approach to recruitment by tracking, analyzing, and reporting on key metrics such as time-to-fill, quality of hire, and pipeline health. Use these insights to refine processes, drive accountability, and continuously improve hiring outcomes.
• Talent Pool Development - Proactively build and maintain pipelines of high-potential candidates for both current and future roles. Leverage sourcing strategies, networking, and technology to ensure we are always ready to hire A-Players ahead of business demand.
• Increase our brand footprint and attract top-tier talent by managing and enhancing our corporate LinkedIn page and company hiring landing page.
• Develop and execute content strategies that highlight our company culture, values, and career opportunities to strengthen our employer brand and attract "A-Player" candidates.
• You will own the Applicant Tracking System (ATS), leveraging it to streamline workflow, track metrics, and improve the candidate experience.

QUALIFICATIONS AND EDUCATION REQUIREMENTS:

• Recruiting Experience: 3-5 years of strategic, full-cycle recruiting experience, ideally within an in-house recruitment team, with a proven track record of sourcing, assessing, and hiring top talent across diverse functions.
• Role Versatility: Demonstrated ability to recruit for a wide range of positions, from entry-level to senior leadership, adapting strategies to different levels of complexity and business needs.
• Technology Proficiency: Strong knowledge and hands-on experience with Applicant Tracking Systems (ATS) and related recruitment tools; ability to leverage technology to streamline workflow, track metrics, and improve candidate experience.
• Communication & Influence: Excellent verbal and written communication skills with the ability to influence, negotiate, and build trusted partnerships with candidates, hiring managers, and business leaders.
• Market Insight: Up-to-date understanding of job market trends, recruiting innovations, and best practices to ensure competitive hiring strategies and continuous process improvement.
• Compliance Knowledge: Solid understanding of labor laws, employment regulations, and compliance standards to ensure all recruitment practices are legally sound and ethical.
• Travel & Mobility: Willingness and ability to travel to various branch locations across regions to build relationships and support onsite recruiting initiatives.
• Strategic Participation: Mandatory attendance at quarterly on-site meetings focused on strategic planning, organizational updates, and alignment with enterprise-wide goals.

COMPETENCIES/SKILLS:

• Proficiency in leveraging modern Applicant Tracking Systems (ATS) and recruitment technologies to optimize processes
• Data-driven decision-making with the ability to extract and act upon insights from data and market intelligence
• Influencing and stakeholder engagement skills with a proven ability to build trust across all levels of the organization
• Collaboration and relationship-building across functional areas to achieve shared business objectives
• Proactive and strategic hiring approach aligned with long-term organizational growth
• Expertise in identifying, attracting, and securing A-Players who align with company values, culture, and competencies

PHYSICAL DEMANDS:

• Regular requirement to sit; use hands to touch, handle or feel
• Occasional requirement to stand; walk and reach with hands and arms
• Occasional requirement to lift and/or move up to 10 pounds
• Vision abilities include close vision, peripheral vision, depth perception and ability to adjust focus

WORK ENVIRONMENT:

• Business Office Environment
• Noise level is usually moderate