A dynamic and rapidly growing national organization is seeking an experienced Talent Acquisition Manager to lead and enhance its recruiting function. This role will oversee a team of 10 regional recruiters responsible for high-volume, full-cycle hiring across sales and operations. The ideal candidate will bring a strategic yet hands-on approach to talent acquisition, with a strong focus on process optimization, team leadership, and alignment with organizational growth initiatives.

Key Responsibilities:

• Lead, develop, and mentor a geographically dispersed team of full-cycle recruiters.
• Serve as a strategic recruiting partner for critical executive and hard-to-fill roles, applying both traditional sourcing methods and modern recruitment strategies.
• Manage the full talent acquisition process—from defining job requirements to offer negotiation—ensuring efficiency, consistency, and alignment with business needs.
• Collaborate with operations and corporate leadership to forecast hiring needs and develop talent strategies that support regional and national objectives.
• Reengineer and standardize recruitment processes to support scalability, compliance, and best-in-class candidate experiences.
• Support the implementation and optimization of recruiting systems, including applicant tracking tools such as Workday.
• Create and manage key performance metrics to evaluate recruiter performance, hiring outcomes, and time-to-fill trends.
• Use data analytics to assess and improve recruitment strategies, providing regular reporting to HR and business leadership.
• Develop and maintain strong partnerships with technical schools, colleges, and community organizations to build long-term talent pipelines.
• Represent the company at hiring events, job fairs, and community outreach initiatives, partnering with local site leaders as needed.
• Foster positive candidate experiences through engaging communication, seamless onboarding coordination, and cultural alignment.
• Partner with hiring managers to ensure clarity on job requirements, market conditions, and sourcing strategies.
• Stay informed of labor market trends and evolving recruitment best practices to continuously improve team effectiveness and strategic impact.

QUALIFICATIONS:

• Bachelor’s degree in Human Resources, Business Administration, or a related field (Master’s degree preferred).
• 7+ years of progressive recruiting experience, including 3+ years in a leadership role.
• Demonstrated experience managing geographically dispersed recruiting teams.
• Proven ability to lead recruitment functions within high-growth, matrixed organizations (5,000-10,000+ employees preferred).
• Experience building and scaling recruiting processes, implementing ATS tools, and improving hiring workflows.
• Strong business acumen and a consultative mindset, with the ability to effectively partner with HR and operational leadership.
• Excellent communication, interpersonal, and relationship-building skills.

• Lead, develop, and mentor a geographically dispersed team of full-cycle recruiters.
• Serve as a strategic recruiting partner for critical executive and hard-to-fill roles, applying both traditional sourcing methods and modern recruitment strategies.
• Manage the full talent acquisition process—from defining job requirements to offer negotiation—ensuring efficiency, consistency, and alignment with business needs.
• Collaborate with operations and corporate leadership to forecast hiring needs and develop talent strategies that support regional and national objectives.
• Reengineer and standardize recruitment processes to support scalability, compliance, and best-in-class candidate experiences.
• Support the implementation and optimization of recruiting systems, including applicant tracking tools such as Workday.
• Create and manage key performance metrics to evaluate recruiter performance, hiring outcomes, and time-to-fill trends.
• Use data analytics to assess and improve recruitment strategies, providing regular reporting to HR and business leadership.
• Develop and maintain strong partnerships with technical schools, colleges, and community organizations to build long-term talent pipelines.
• Represent the company at hiring events, job fairs, and community outreach initiatives, partnering with local site leaders as needed.
• Foster positive candidate experiences through engaging communication, seamless onboarding coordination, and cultural alignment.
• Partner with hiring managers to ensure clarity on job requirements, market conditions, and sourcing strategies.
• Stay informed of labor market trends and evolving recruitment best practices to continuously improve team effectiveness and strategic impact