Manager, Talent Acquisition

DriveTime•Mesa, AZ

3d•Onsite

About The Position

The Manager of Talent Acquisition is responsible for delivering against aggressive hiring targets, building scalable recruiting processes, and ensuring consistent execution across hiring initiatives. This role partners closely with business leaders to forecast hiring demand, allocate recruiting resources effectively, and continuously optimize high-volume hiring operations. It is a hands-on leadership role for someone who thrives in fast-paced environments, understands operational rigor, and knows how to motivate teams to deliver results at scale.

Requirements

5+ years of recruiting experience, including high-volume hiring responsibility.
2–3+ years leading talent acquisition strategy and teams
Strong expertise in retail recruiting, backed by solid understanding of the industry's unique talent needs, trends, and challenges.
Strong understanding of recruiting metrics and how to use data to drive performance.
Experience building structured, scalable recruiting processes in fast-paced environments.
Ability to prioritize effectively and allocate resources across competing business demands.
Strong coaching and mentorship skills with a focus on team development.
Excellent communication skills with the ability to influence hiring leaders at all levels.
Proficiency in Microsoft Office and Outlook; experience with Workday is a plus.

Responsibilities

Lead, coach, and develop a team of high-volume recruiters to achieve hiring targets across multiple business lines.
Set clear performance expectations, monitor requisition loads, and drive accountability through metrics and regular performance reviews.
Develop scalable recruiting strategies that generate strong candidate pipelines for high-volume roles.
Partner with business leaders to forecast workforce needs and proactively plan hiring strategies.
Ensure consistent, efficient full-cycle recruiting processes from sourcing through offer and onboarding.
Monitor and analyze recruiting metrics including time-to-fill, conversion ratios, pipeline health, productivity, and offer acceptance rates.
Identify process bottlenecks and implement operational improvements to increase speed and quality of hire.
Maintain a strong focus on candidate experience while balancing speed and volume.
Standardize best practices, interview frameworks, and sourcing approaches across the team.
Serve as an escalation point for complex or high-priority roles.