Manager of Talent Acquisition

GardaWorld•St. Louis, MO

7d•Onsite

About The Position

The Manager, Talent Acquisition serves as the operational leader for GardaWorld Security Services (GWSS) Corporate and Operational Leadership recruiting. Reporting to the Senior Director of Talent Acquisition, this position is the Talent Acquisition organization's second-in-command and leads the execution, performance, and continuous improvement of the recruiting function. In a player-coach model, the manager leads a team of four recruiters while personally maintaining a full-cycle recruiting workload for Corporate Headquarters, technical, professional, leadership, and other business-critical positions. As the primary onsite Talent Acquisition partner at the St. Louis Corporate Headquarters, the manager partners with executive leadership to align recruiting strategies with business priorities, improve performance, implement AI-enabled recruiting solutions, and develop scalable processes that support organizational growth. The role maintains an average portfolio of 15–20 requisitions and supports positions across technical and IT, finance and accounting, human capital, legal, marketing, director-level leadership, and confidential or business-critical searches. The manager also leads daily recruiting operations, coaches recruiters, monitors performance and capacity, and develops proactive strategies using market intelligence, workforce and succession planning, salary benchmarking, talent pipelines, and hiring forecasts. Success includes meeting recruiting KPIs, reducing agency use, improving productivity through AI and process optimization, and building trusted partnerships with Corporate Headquarters leadership. The position is based onsite at the St. Louis, Missouri Corporate Headquarters and may require travel up to 50% to support business needs. GardaWorld Security Services describes itself as a global provider of security solutions and states that it provides equal employment opportunities in accordance with applicable law.

Requirements

Authorized to work in the United States.
Bachelor's degree or equivalent professional experience.
At least five years of progressive full-cycle recruiting experience supporting corporate, professional, technical, or leadership positions.
At least two years of recruiting leadership experience or demonstrated experience leading teams, projects, or recruiting operations.
Experience partnering with executive and senior business leaders.
Strong knowledge of applicant tracking systems, LinkedIn Recruiter, sourcing platforms, and recruiting analytics.
Proven ability to manage multiple priorities in a fast-paced environment.
Ability to travel up to 50% to support business needs.

Responsibilities

Personally manage an average workload of 15–20 full-cycle requisitions, including technical and IT, finance and accounting, human capital, legal, marketing, director-level leadership, and confidential or business-critical positions.
Conduct strategic intake meetings with hiring leaders and develop customized recruiting strategies and sourcing plans.
Source active and passive candidates through multiple recruiting channels; screen, interview, and assess candidates.
Present qualified candidate slates to hiring managers, coordinate interviews, and facilitate hiring decisions.
Negotiate offers and manage the candidate experience through onboarding.
Build proactive talent pipelines for recurring and critical business positions.
Serve as the primary Talent Acquisition partner for Corporate Headquarters leadership, advising on labor market conditions, talent availability, compensation, and competitive market insights.
Guide hiring managers through structured selection processes and influence decisions using data and market intelligence.
Lead and coach a team of four recruiters while balancing personal recruiting execution with leadership and operational oversight.
Monitor requisition aging and recruiter capacity; drive Time-to-Slate and Time-to-Fill performance.
Ensure consistent recruiting workflows and hiring practices, ATS compliance, and recruiting process integrity.
Improve hiring manager responsiveness and interview execution; identify operational risks and implement practical solutions.
Standardize recruiting best practices across the team.
Develop proactive recruiting strategies through competitive market intelligence, workforce planning, succession planning, talent pipeline development, salary benchmarking, labor market analysis, and forecasting future hiring needs.
Improve recruiting productivity through AI adoption, automation, and process optimization.
Deliver recruiting KPIs for Time-to-Slate, Time-to-Fill, quality of hire, and hiring manager satisfaction, and reduce agency utilization through proactive internal recruiting strategies.
Create scalable recruiting processes that support organizational growth.