Manager, Talent Acquisition, Talent & Performance

FAMILY ENTERTAINMENT GROUP LLC•Itasca, IL

35m

About The Position

The Manager, Talent Acquisition & Performance is the hands-on architect of FEG’s recruiting engine. You will be responsible for developing and executing a comprehensive talent strategy that drives applicant flow and high-quality hiring across hourly, management, corporate, and executive roles. As the owner of our Applicant Tracking System (ATS), you will lead recruiting operations through disciplined weekly reporting, funnel analytics, and leader accountability. Beyond hiring, you will partner with People & Culture leadership to support performance enablement, ensuring our talent practices reinforce role expectations and our "Playmaker" culture standards.

Requirements

Experience: 3–5+ years of progressive experience in Talent Acquisition or related talent functions.
Capability: Strong full-cycle recruiting experience across high-volume hourly and specialized management/corporate roles. Talent and Performance management responsibility a big plus.
Tech Savvy: Demonstrated experience owning/administering ATS and using data to drive decisions.
Analytical Skills: Comfort producing weekly dashboards and translating insights into action plans.
Education: Bachelor’s degree required.
Attributes: High urgency, strong follow-through, excellent communication skills.

Nice To Haves

Talent and Performance management responsibility a big plus.

Responsibilities

Talent Acquisition Strategy & Execution
Segmented Strategy: Develop and execute tailored recruiting strategies for:
Hourly Frontline Roles: High-volume staffing for our entertainment centers.
Management Roles: General Managers and field leadership.
Corporate Functions: HR, Finance, Marketing, Tech, and Ops Support.
Full-Cycle Ownership: Lead end-to-end recruiting including intake, sourcing, screening, interview coordination, assessment, and offer management.
Selection Standards: Establish and enforce consistent standards (structured interviews, behavioral questions, and evaluation tools).
Leadership Coaching: Partner with hiring managers to raise the "quality-of-hire" bar while maintaining operational urgency.
Recruiting Operations & ATS Ownership
ATS Management: Act as the primary administrator for the ATS (configuration, workflow standards, user adoption, and data integrity).
Analytics & Reporting: Produce a weekly Recruiting Operating Report tracking open requisitions, aging, time-to-fill, conversion rates, and source performance.
Funnel Optimization: Monitor the end-to-end candidate funnel (Views ? Applies ? Screens ? Interviews ? Starts) and rapidly adjust sourcing mixes to meet demand.
Leader Cadence: Run weekly check-ins with hiring leaders to remove barriers and accelerate hiring decisions.
Seasonal, Pipeline & Sourcing Strategy
Surge Staffing: Build seasonal hiring playbooks and surge plans with defined targets and sourcing mixes.
Pipeline Building: Develop strategies for international students, internships, and early-career talent.
Multi-Channel Sourcing: Optimize the use of Indeed, job boards, community partnerships, local outreach, and employee referrals.
Recruiting Events: Coordinate job fairs and hiring events with clear goals and rigorous follow-up.
Performance, Talent & Succession Support
Performance Tools: Support leaders with goal-setting tools, check-in templates, and documentation support.
Talent Reviews: Help establish repeatable processes for talent reviews, succession planning, and internal promotion planning.
Quality Metrics: Use early performance indicators (90-day success/retention) to refine selection practices.
Offer Discipline: Partner with HR/Finance to manage internal equity and pay consistency during the offer process.