Director of Talent Acquisition

Strategy & Operating Model

Drive CP’s recruiting strategy as a strategic, revenue-influencing function rather than a transactional support unit, with the authority to align recruiting capacity and priorities to business and client needs, and accountability for recruiting and retention outcomes tied to client KPIs and CP’s growth goals.

Balance speed with candidate match, long-term retention, and cost discipline, ensuring each role is filled quickly, filled right, and filled within budget.

Design and operate a two-speed staffing model: a high-touch, AI-accelerated process for core and field-leadership roles, and a national gig-marketplace model for flex-force, surge, and seasonal coverage.

Develop and implement innovative, company-wide recruiting strategies aligned with client needs and organizational goals.

AI & Technology Leadership

Lead an AI-enabled recruiting operation built on the iCIMS applicant-tracking system, including candidate-to-requirement matching, chatbot screening, AI resume scoring against position descriptions and core task elements, and automated onboarding hand-off, with the ability to compress time-to-fill while preserving the human judgment leadership hires require.

Continuously evaluate and integrate recruiting technology and partners that add speed, reach, and quality, keeping CP’s tech stack ahead of the high-volume market.

Ensure AI-enabled selection tools are validated, regularly bias-audited, and legally defensible, partnering closely with technology leadership and HR/Legal to maintain compliance with applicable federal and state employment law.

National Reach & Vendor Partnerships

Manage national staffing-marketplace partnerships to deliver scalable, on-demand reach by market and season without carrying idle headcount.

Manage vendor and partner relationships, including external staffing agencies, TA technology vendors, and job-posting platforms, and ensure timely, accurate processing of recruitment-related invoices.

Manage the recruiting budget, including headcount, vendor, and job-board spend, and deliver hiring outcomes within budget.

Program Launch & Talent Transition

Lead rapid, repeatable program stand-ups, including six-week award-to-go-live launches, coordinating sourcing, selection, onboarding, equipment provisioning, and client/product-training milestones.

Own the Badge Flip talent-transition process: swift, fair, human-led transition of proven, brand-fluent on-site talent, so client-facing teams are productive from day one.

Retention & the Employee Ambassador Program

Own and lead CP’s Employee Ambassador Program, which includes a structured cadence of communication and training that carries every new hire from the completion of onboarding through their first 90 days on the job, building early engagement and accelerating time-to-productivity.

Treat the first 90 days as the decisive retention window: reinforce training, proactively surface and resolve friction before it becomes turnover, and own early-tenure retention as a core KPI for the function, measured by the right metric for each role.

Team Leadership

Lead, coach, and develop a nationwide remote and in-person recruiting team, including an Assistant Director of Recruiting, Talent Acquisition Managers, and full-time and surge staff, to deliver high-volume, high-quality hires.

Build a positive, motivated, results-oriented culture and maximize individual and team performance through scalable processes focused on speed, diversity, and candidate experience.

Data, Reporting & Business Development

Own the recruiting scorecard, accountable for time-to-fill by role tier, first-90-day retention, six-week launch reliability, and cost-per-hire, with specific targets set by program and reviewed regularly with senior leadership.

Use data and analytics to inform decisions and report recruiting and retention metrics to senior leadership, maintaining clear discipline between client-ready figures, figures requiring internal confirmation, and internal-only data.

Support proposal and Request for Proposal (RFP) efforts by translating CP’s recruiting capabilities into client-facing strategy and proof points, and represent recruiting in client and prospect presentations.

Collaborate with HR and hiring managers on job descriptions, compensation recommendations, and workforce planning, and champion CP brand and values throughout the recruitment lifecycle.

What You'll Bring

Experience and Education:

• Bachelor’s degree in human resources, business, recruiting, a related field, or equivalent experience.
• Demonstrated experience in talent acquisition and recruiting, with a proven track record of building and scaling high-volume recruiting operations.
• Substantive leadership experience managing recruiting teams, with a track record of hiring, coaching, and developing recruiting professionals to deliver results in high-volume, fast-paced environments.
• Experience managing geographically distributed or nationwide recruiting teams preferred.
• Proven experience standing up new, large-scale client programs against aggressive timelines.
• Hands-on experience with AI-enabled recruiting technology and applicant-tracking systems, including their compliance and bias-audit considerations; experience using iCIMS is strongly preferred.
• Experience managing staffing-marketplace and vendor partnerships.
• Experience managing a departmental or recruiting budget and external vendor spend.
• Experience in fast-paced, complex, dynamic, multi-cultural environments, with marketing, retail, 3PL, and/or technology industries a plus.

Skills And Attributes:

• A passion for technology, talent acquisition, and recruiting, with a clear bias for action and a track record of results, and the ability to inspire that mindset in others.
• Superb ability to consult, influence, and manage senior business leaders and clients, and to drive efforts and projects through relationships and a broad knowledge base.
• Strong analytical and problem-solving skills, with the ability to analyze data, understand trends, and translate them into action and defensible reporting.
• Track record of solving complex problems, designing creative recruiting strategies, and delivering significant, measurable business impact.
• Strong project-management skills with the ability to prioritize and manage competing demands across multiple client programs.
• Able to develop employees and maximize individual and team performance while maintaining a positive, fun, and motivated working environment.
• Strong verbal, written, interpersonal, and presentation skills; able to interface with many levels of management and represent Channel Partners enthusiastically.
• Strong business acumen, critical thinking, self-initiative, and a ‘can-do’ attitude.
• Able to maintain a high level of confidentiality.