VP of Talent Acquisition

Talent Acquisition Strategy

• Develop and execute a multi-year talent acquisition strategy aligned with the company’s rapid expansion plans.
• Build a scalable recruiting infrastructure capable of supporting 20+ new gym openings annually across multiple markets.
• Establish a proactive leadership pipeline strategy focused on attracting high-caliber Managing Partners and other gym leaders.
• Partner with executive leadership to forecast talent needs tied to growth, market expansion, and organizational scaling.
• Drive the workforce planning process to anticipate leadership needs 12–36 months ahead of gym openings.

A-Player Leadership Recruiting

• Lead the strategy for identifying and securing “A” leaders with multi-unit and high-volume operational experience.
• Partner closely with Operations leadership to define success profiles for Managing Partners and field leaders.
• Build targeted sourcing strategies for leadership talent from industries such as fitness, hospitality, restaurants, retail, and multi-unit operations.
• Develop and manage a leadership bench strategy to ensure ready talent for new gym openings.

Talent Attraction & Market Intelligence

• Leverage recruiting strategies to consistently attract high-performing talent.
• Create dashboards/reporting to track recruitment ROI, budget efficiencies etc.
• Employment branding and reputation building.
• Targeted leadership sourcing.
• Talent communities and pipeline building.
• Industry networking and executive search techniques.
• Strategic use of technology, AI sourcing tools, and recruiting platform.
• Competitive talent intelligence and market mapping.
• Drive the company’s reputation as an employer of choice for high-performing talent.

Recruiting Infrastructure & Process Excellence

• Build scalable recruiting processes capable of supporting high-volume leadership hiring across multiple states, in multiple markets.
• Design structured selection processes focused on identifying “A” players who align with the company’s culture and performance expectations.
• Implement rigorous candidate evaluation tools including a structured interview process, leadership assessments, culture alignment evaluation and Topgrading interviews.
• Ensure an exceptional candidate experience from first contact through onboarding.

Talent Acquisition Team Leadership

• Lead the Talent Acquisition team.
• Support and develop them to ensure they have the tools, guidance and partnerships necessary to deliver top results.
• Develop recruiting capabilities across sourcing, employer branding, and candidate engagement.
• Develop and set performance metrics and accountability standards for the recruiting team to understand what good and damn good looks like.
• Foster a culture of urgency, ownership, and excellence in hiring outcomes.

Partnership with Operations & Executive Leadership

• Act as a strategic advisor to Operations and Executive leaders on leadership talent strategy.
• Spend time in club with Field leadership to get a direct understanding of what the roles entail and what success looks like to better understand the ideal candidate qualifications and culture fit.
• Partner with People Operations, Learning & Development, and Field Leadership to ensure alignment between hiring, onboarding, and leadership development.
• Provide executive leadership with data-driven insights on talent markets, hiring trends, and recruiting performance.