Recruiting Manager - Talent Strategy

Meriton•Bellevue, WA

1d•$125,000 - $145,000•Hybrid

About The Position

The Recruiting Manager - Talent Strategy leads one of Meriton’s five recruiting PODs and serves as the trusted talent advisor to an assigned group of Meriton operating companies (OPCOs). The role partners with OPCO Presidents and business leaders to anticipate workforce needs, develop hiring strategies, and deliver full-cycle recruiting across sales, trades, operations, and other positions as regional needs require. It combines hands-on recruiting with team leadership and promotes a consistent recruiting process, market insight, and strong candidate and hiring manager experiences. The position is based primarily at the shared services office in Irving, Texas, and follows an in-office hybrid schedule once fully trained. The schedule may fluctuate or change based on business needs and in coordination with the VP, Talent Acquisition or another sponsor. Flexible scheduling is needed for recruiting events and OPCO visits, and some travel is required. The role works in a corporate setting with usually moderate noise and moderate to high stress levels. Compensation is $125,000–$145,000, depending on experience and other factors. The position is eligible for full benefits, including medical, dental, vision, paid time off, and retirement options.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a related field, or equivalent experience.
At least 7 years of full-cycle recruiting experience, including proactive sourcing and partnership with hiring leaders.
Recruiting experience across at least two of the following: sales, skilled trades, operations, or field leadership.
Experience advising business leaders on recruiting strategy, workforce planning, labor market conditions, and hiring decisions.
Experience coaching hiring managers on structured interviewing and scorecard-based hiring decisions.
Ability to manage hands-on recruiting responsibilities while setting priorities and supporting a regional team’s performance.
Strong communication, relationship-building, and influencing skills, including the ability to work with OPCO leaders and stakeholders at all levels.
Experience using an applicant tracking system and recruiting data to manage pipelines, report results, and improve processes.
Strong organizational judgment, adaptability, and ability to manage changing priorities across multiple OPCOs and locations.
Working knowledge of employment laws and regulations applicable to recruiting and selection.
Ability to work a flexible schedule for recruiting events and OPCO visits, as needed.
Ability to travel as required.
Regularly use hands to operate a computer keyboard and telephone and reach with hands and arms; frequently stand, walk, and sit; occasionally climb or balance and stoop, kneel, crouch, or crawl.
Regularly lift and/or move up to 25 pounds and frequently lift and/or move up to 50 pounds.
Required vision abilities include close, distance, and peripheral vision, depth perception, and ability to adjust focus.

Nice To Haves

Formal people management experience.
Experience supporting varied roles across multiple OPCOs.

Responsibilities

Lead, coach, and support the POD’s recruiters; set priorities, balance requisition workloads, remove obstacles, and build recruiting capability. Request cross-POD support through the Sr. Director, Talent Acquisition when capacity is at risk.
Serve as the primary talent acquisition advisor to assigned OPCO Presidents and leaders, building relationships, understanding business goals and local labor markets, and recommending hiring approaches.
Partner with OPCO leaders on workforce planning, including anticipated openings, growth plans, skill gaps, succession needs, and hiring capacity; translate plans into quarterly hiring plans, recruiting priorities, and talent pipelines.
Establish and refresh an OPCO Charter quarterly, documenting hiring priorities, approved compensation ranges and offer approvers, interview panel and stage owners, sourcing rules, assessment standards, and escalation contacts.
Own full-cycle recruiting for assigned priority, complex, or high-impact requisitions, including Strategic-track leadership searches, from intake and sourcing through assessment, offer, and onboarding handoff.
Guide recruiters and hiring managers through intake meetings to define scorecards, role requirements and success profiles, compensation ranges, interview panels, sourcing plans, timelines, recruiting tracks, and shared expectations.
Select the recruiting track—Express, Standard, or Strategic—at intake and build Role Playbooks with OPCOs for each role family.
Develop tailored sourcing strategies and candidate pipelines using referrals, direct outreach, industry networks, events, job boards, and other appropriate channels.
Advise leaders on talent availability, market conditions, compensation competitiveness, and hiring-process adjustments using recruiting data and candidate feedback.
Promote structured assessment and selection, including the 1-to-4 scorecard standard, six culture-fit competencies, and scorecard submission within 24 hours of each interview; coach hiring managers on timely feedback, effective interviews, and sound hiring decisions.
Partner with People Strategy & Experience on compensation guidance, offer approval, and onboarding handoffs.
Monitor requisition progress and POD metrics, including time to slate, time to fill, hiring manager response time, offer acceptance, pipeline coverage, quality of hire, and source effectiveness; identify bottlenecks and improve results.
Resolve stalled requisitions through the agreed escalation path and uphold shared service levels for intake, candidate feedback, and offers.
Provide regular updates to OPCO leaders and TA leadership on hiring progress, risks, priorities, and workforce trends, including monthly POD scorecard reviews with each OPCO.
Partner with Shared Service Recruiting, Early Career, and Trade & Apprentice Partnerships to share talent, resources, market knowledge, and best practices while adapting to OPCO needs.
Maintain accurate and timely candidate and requisition records in Greenhouse and support compliant, consistent recruiting practices.
Deliver a strong candidate and hiring manager experience through proactive communication, clear expectations, and timely follow-through.