Director of Talent Acquisition

What You'll Do

• Build the Function
• Design and implement the company's talent acquisition strategy, processes, and infrastructure from scratch
• Establish and manage an ATS, sourcing tools, and recruiting analytics that scale with the business
• Create employer branding and candidate experience standards that reflect the company's culture and values
• Own the Operator Pipeline
• Lead full-cycle recruiting for Brand Presidents, Brand Presidents-in-Training, Regional Vice Presidents, and other senior operational leaders such as Owner Relations
• Develop robust sourcing strategies to identify and attract top operational talent
• Build and maintain a proactive talent pipeline, not just reactive requisition fulfillment
• Partner with hiring managers to define role requirements, calibrate expectations, and improve selection quality
• Partner with Leadership
• Serve as a strategic advisor to executive leadership on talent market dynamics, competitive intelligence, and hiring best practices
• Provide regular reporting on pipeline health, time-to-fill, source effectiveness, and quality of hire
• Manage external search partner relationships when needed, ensuring accountability and ROI
• Scale and Expand
• Extend recruiting coverage to Revenue Management, Business Development, and other corporate functions as the platform grows
• Support M&A integration by assessing acquired leadership teams and identifying talent gaps
• Continuously refine processes based on data, feedback, and evolving business priorities

What You'll Bring

• Education & Experience
• 6+ years of talent acquisition experience, including 3+ years recruiting P&L leaders, general managers, or operational executives
• Demonstrated experience in distributed services, multi-site operations, or field-based business models (e.g., uniform services, facility services, property management, hospitality, retail operations)
• Track record of building recruiting functions, processes, or teams, not just inheriting them
• Experience in a smaller or mid-sized environment where you owned outcomes end-to-end, rather than operating within a large, siloed structure
• Familiarity with private equity-backed environments and the pace of value creation expectations
• Bachelor’s degree
• Functional Skills
• Expert-level sourcing capabilities across LinkedIn, direct channels, networking, and passive candidate engagement
• Strong command of ATS platforms, recruiting analytics, and modern sourcing tools
• Ability to assess leadership competencies, cultural fit, and growth potential in candidates
• Process design mindset, able to create scalable, repeatable systems that improve over time
• Comfort with data and metrics to drive decisions and demonstrate recruiting impact
• Soft Skills & Attributes
• Ability to simplify and break down complex, ambiguous problems into clear modules and methodical next steps
• Builder mentality, energized by creating something new rather than maintaining the status quo
• Ownership mentality, you don’t wait for direction, you drive outcomes
• Exceptional executive presence and communication skills, able to partner credibly with senior leaders
• Bias for action balanced with thoughtful judgment, moves quickly without cutting corners
• Resilience and persistence, recruiting top leaders is hard, and you’re energized by the challenge
• Alignment with core values around servant leadership, ownership, local presence, and excellence

Compensation & Benefits

• Competitive compensation package commensurate with experience
• Anual performance bonus tied to recruiting outcomes and company performance
• Comprehensive benefits package including medical, dental, vision, and 401(k)
• Remote-flexible work arrangement with travel as needed