Manager, Talent Acquisition

We need to output HTML fragment with headings

for sections: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Only include sections that have real specific content. We must not repeat job title. No Job ID etc. Remove boilerplate. Must preserve all substantive info. We need to parse the posting. First part: company description (EXO Inc.) is about the company, not necessarily part of role. Could be "About the role"? Actually "Position Overview" is about the role. So we can put that under "About the role" heading. Then "Key Responsibilities" with sub-bullets: Talent Acquisition Leadership, Hands-On Recruiting, Candidate Sourcing & Pipeline Development, Recruiting Analytics & Reporting, OFCCP, Affirmative Action & EEO Compliance, Hiring Manager Partnership, Employer Branding & Recruiting Strategy. Those are sections within responsibilities. We can list them as list items under

• . Probably we can keep them as bullet points. Then "Qualifications" includes Preferred Experience, Core Competencies, Performance Measures, Physical Requirements, Mental & Cognitive Requirements, Work Environment, FLSA Status: Exempt, Pay Range: $125-150,000 Annually. Also there is a list of qualifications: Bachelor's degree..., 7+ years..., etc. Those are qualifications. We need sections: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We have Pay: $125-150,000 Annually. Schedule: Not mentioned. So we should not include Schedule. Benefits: Not mentioned explicitly. No benefits listed. So we should not include Benefits. Skills: Could be derived from Core Competencies etc. But we have "Core Competencies" listed under Qualifications? Actually after "Qualifications Preferred Experience Core Competencies Performance Measures Physical Requirements Mental & Cognitive Requirements Work Environment FLSA Status: Exempt". It seems they list categories but not details. The actual competencies are not enumerated. So we may not have specific skills content. Could we extract from responsibilities? Might be considered skills but we need specific content. The instruction: include a section ONLY when the posting has real, specific content for it — never emit a heading followed by filler/placeholder text. So if we don't have explicit skills list, we should not create Skills section. Requirements: Could be the qualifications (education, experience). Usually Requirements separate from Qualifications? But we have both. We could put education/experience under Requirements, and maybe core competencies under Skills? But we lack detail. Safer: put education/experience under Requirements, and maybe put "Core Competencies" under Skills if we can list them? The text after "Qualifications Preferred Experience Core Competencies Performance Measures Physical Requirements Mental & Cognitive Requirements Work Environment FLSA Status: Exempt" does not give actual bullet list for those categories; they are just headings within the qualifications block. No details given. So we cannot extract specifics. Thus we have substantive content: About the role (position overview), Responsibilities (detailed bullet points), Qualifications (education, experience, etc), Pay (range). Possibly also "FLSA Status: Exempt" could be included under Qualifications or Requirements? It's a classification. Could be part of Requirements? Might be considered a requirement but it's just status. We could include it under Qualifications as a note. We must not invent or summarize away detail. Must preserve all substantive info. So we need to include all bullet points from responsibilities and qualifications. Let's extract responsibilities bullet points: From "Key Responsibilities" section: - Talent Acquisition Leadership - Lead, manage, coach, and develop the company's recruiting team. - Establish recruiting priorities, workload assignments, performance expectations, and recruiting goals for recruiters. - Develop and implement talent acquisition strategies aligned with current and anticipated business needs. - Establish consistent recruiting processes, standards, and best practices across the organization. - Monitor recruiter performance and provide regular coaching, feedback, and development. - Ensure recruiters maintain accurate and timely information within the applicant tracking system. - Partner with Human Resources and leadership to identify workforce needs and recruiting priorities. - Continuously evaluate and improve the company's recruiting processes, tools, technology, and sourcing strategies. - Hands-On Recruiting - Personally manage recruitment for key, specialized, leadership, technical, or difficult-to-fill positions. - Conduct full-cycle recruiting activities, including intake meetings, sourcing, screening, interviewing, candidate evaluation, offer negotiation, and coordination of onboarding. - Partner with hiring managers to understand position requirements, technical qualifications, cultural fit, and hiring priorities. - Develop effective recruiting strategies for positions with limited candidate availability. - Maintain a high level of engagement with candidates throughout the recruiting process. - Serve as a recruiting subject matter expert and resource for hiring managers and recruiters. - Help recruiters overcome sourcing challenges and develop creative approaches to identifying qualified candidates. - Candidate Sourcing & Pipeline Development - Develop proactive sourcing strategies to identify qualified candidates before positions become available. - Build and maintain talent pipelines for critical positions, high-volume roles, specialized technical positions, and anticipated workforce needs. - Utilize LinkedIn, job boards, professional associations, industry networks, employee referrals, recruiting databases, social media, schools, trade programs, and other sourcing channels. - Develop relationships with passive candidates and maintain ongoing communication with high-potential talent. - Establish talent pools by job function, geographic market, skill set, and level of experience. - Research labor markets and identify emerging talent sources and recruiting opportunities. - Develop relationships with colleges, universities, trade schools, professional organizations, and other talent sources where appropriate. - Evaluate sourcing channels based on candidate quality, cost, conversion rates, and hiring outcomes. - Recruiting Analytics & Reporting - Develop and maintain recruiting dashboards and reports to measure departmental performance. - Track and analyze key recruiting metrics, including but not limited to: Time-to-fill, Time-to-hire, Applicants per opening, Qualified candidates per opening, Interview-to-offer ratio, Offer acceptance rate, Source of hire, Cost per hire, Recruiter activity and productivity, Candidate pipeline volume, Aging requisitions, Hiring manager satisfaction, New-hire retention and quality-of-hire indicators. - Provide regular recruiting reports and insights to HR and executive leadership. - Identify recruiting trends, bottlenecks, and areas of opportunity through data analysis. - Use recruiting data to recommend changes to sourcing strategies, staffing levels, recruiting resources, and processes. - Establish departmental goals and KPIs and monitor performance against those goals. - Develop forecasting and pipeline reporting to help leadership understand upcoming hiring capacity and talent availability. - OFCCP, Affirmative Action & EEO Compliance - Own and oversee the company's Affirmative Action and OFCCP compliance program, serving as the primary internal resource for affirmative action, applicant tracking, and federal contractor employment compliance. - Lead the development, preparation, implementation, maintenance, and administration of the company's written Affirmative Action Plan (AAP) and all supporting analyses, documentation, and required compliance initiatives. - Ensure the company's recruiting and selection practices are structured and administered in accordance with OFCCP, EEO, affirmative action, Internet Applicant, recordkeeping, and applicable federal, state, and local requirements. - Provide oversight and governance of the company's Applicant Tracking System (ATS), ensuring applicant data, candidate activity, disposition codes, job postings, referral sources, interview activity, and selection information are accurately captured and maintained. - Establish and enforce standardized applicant tracking, disposition, selection, and recordkeeping procedures to ensure the integrity and auditability of recruiting data. - Monitor applicant flow and recruiting activity to identify potential adverse impact, selection disparities, or other compliance risks, and develop recommendations and corrective actions as appropriate. - Oversee the collection, maintenance, and analysis of data required for AAP development, utilization analysis, availability analysis, applicant flow, hiring, promotion, termination, compensation, and other required compliance reporting. - Manage the company's compliance with required EEO/AA self-identification processes, notices, postings, outreach, and affirmative action obligations. - Serve as the primary point of contact for OFCCP audits, compliance evaluations, investigations, and requests for information, coordinating responses and documentation with executive leadership, HR, legal counsel, and external advisors as appropriate. - Establish internal controls and audit processes to regularly evaluate AAP compliance, recruiting practices, ATS data integrity, record retention, and adherence to established procedures. - Partner with Talent Acquisition, HR, hiring managers, and leadership to ensure recruiting practices consistently align with the company's affirmative action and equal employment opportunity obligations. - Maintain current knowledge of OFCCP regulations, federal contractor requirements, affirmative action obligations, and related employment regulations, proactively evaluating regulatory changes and implementing necessary updates to policies, systems, and processes. - Maintain complete and accurate compliance records in accordance with applicable OFCCP and federal recordkeeping requirements, ensuring documentation is readily available for internal and external audits. - Provide leadership with regular compliance reporting, workforce analytics, and risk assessments, including recommendations to address identified gaps and strengthen the company's overall compliance program. - Hiring Manager Partnership - Establish strong working relationships with hiring managers throughout the organization. - Assist hiring managers in defining realistic qualifications, compensation expectations, and candidate profiles. - Provide hiring managers with regular updates on candidate pipelines and recruiting activity. - Advise managers on market conditions, candidate availability, compensation competitiveness, and recruiting timelines. - Help ensure hiring decisions are made efficiently while maintaining appropriate selection standards. - Establish service-level expectations for recruiting and hiring-manager communication. - Employer Branding & Recruiting Strategy - Support the development and execution of the company's employer brand and employee value proposition. - Identify opportunities to improve the company's visibility within target talent markets. - Partner with HR and Marketing to enhance job postings, career-site content, recruiting communications, and employment marketing. - Develop strategies to increase employee referrals and other low-cost, high-quality recruiting channels. - Monitor competitor recruiting activity and labor-market trends. - Identify opportunities to strengthen the company's reputation and competitiveness as an employer. Now qualifications: From "Qualifications Preferred Experience Core Competencies Performance Measures Physical Requirements Mental & Cognitive Requirements Work Environment FLSA Status: Exempt Pay Range: $125-150,000 Annually" Then list: - Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field preferred. - 7+ years of progressive recruiting or talent acquisition experience, including experience leading recruiting functions and compliance programs. - 3+ years of experience managing and leading a team. - 3+ years of direct experience managing OFCCP and affirmative action compliance, including responsibility for the development, implementation, maintenance and administration of a written Affirmative Action Plan (AAP). - Demonstrated experience managing full-cycle recruiting. - Proven experience sourcing candidates for technical, professional, operational, and/or leadership positions. - Strong experience developing passive candidate pipelines and proactive sourcing strategies. - Demonstrated ability to personally recruit difficult-to-fill positions. - Demonstrated ownership of an organization's Affirmative Action Plan, including responsibility for the written plan, required analyses, implementation, compliance monitoring, recordkeeping, and preparation for OFCCP audits or compliance evaluations. - Experience overseeing Applicant Tracking Systems (ATS) and establishing processes to ensure accurate applicant data, disposition codes, candidate status, selection activity, referral sources, and other required recruiting information. - Strong analytical skills with the ability to interpret recruiting data and translate it into actionable recommendations. - Strong analytical skills with the ability to evaluate applicant flow, selection rates, adverse impact, workforce demographics, and other recruiting and employment data to identify compliance risks and trends. Note there is duplicate "Strong analytical skills" line appears twice; we should keep both? It's duplicated in source; we should preserve all substantive info but not duplicate lines? The instruction: "Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines". Duplicated lines should be removed. So we should