Talent Acquisition Manager

Talent Acquisition Strategy & Leadership

Develop and execute an end-to-end talent acquisition strategy aligned with company growth plans and workforce needs.

Translate business and operational goals into proactive recruiting plans, including forecasting and pipeline development.

Lead, coach, and develop a recruiting team setting clear expectations and performance goals.

Manage the talent acquisition budget to maximize return-on-investment (ROI), ensuring every dollar drives measurable hiring impact.

Recruitment Execution

Oversee full-cycle recruitment for field, technical, professional, and leadership roles, ensuring timely and high-quality hires.

Partner with hiring managers to define role requirements, hiring timelines, and candidate profiles.

Drive innovative sourcing strategies, including passive candidate outreach, referrals, networking, and industry partnerships.

Ensure consistent, inclusive, and positive candidate experience.

Process, Tools & Metrics

Build and continuously improve recruitment processes, workflows, and hiring standards to support scale.

Leverage the applicant tracking system (ATS) and recruitment technologies to improve efficiency and reporting.

Track and analyze recruiting metrics (e.g., time to fill, quality of hire, candidate experience) and provide data-driven insights to leadership.

Employer Brand & Market Presence

Strengthen the company’s employer brand in partnership with HR, Marketing, and Operations.

Support job postings, career site content, and outreach efforts that reflect the company’s mission in environmental services.

Build relationships with external partners, including staffing agencies, trade schools, universities, and professional associations.

Compliance & Best Practices

Ensure all recruitment practices comply with applicable employment laws and regulations.

Stay current on recruiting trends, labor market conditions, and best practices in talent acquisition.