Recruiting Manager - Talent Strategy

Meriton•Bellevue, WA

8h•Hybrid

About The Position

The Recruiting Manager leads one of Meriton’s five recruiting PODs and serves as the talent advisor to assigned operating companies (OPCOs). The role partners with OPCO Presidents and business leaders to anticipate workforce needs, develop hiring strategies, and deliver full-cycle recruiting for sales, trades, operations, and other roles as regional needs require. It balances 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 in Meriton’s shared services office in Irving, Texas, with an in-office hybrid schedule after the employee is fully trained and performing the role’s functions. The schedule may fluctuate or change based on business needs. The role requires flexibility to attend recruiting events and visit OPCOs, and some travel is required. The work takes place in a corporate setting with usually moderate noise and moderate-to-high stress levels. The salary range is $125,000–$145,000, depending on experience and other factors. The role 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.
Experience leading, coaching, or providing day-to-day direction to recruiters.
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, with 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 and adaptability, including the ability to manage changing priorities across multiple OPCOs and locations.
Working knowledge of employment laws and regulations applicable to recruiting and selection.

Nice To Haves

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

Responsibilities

Lead, coach, and support POD recruiters by setting priorities, balancing requisition workloads, removing obstacles, and developing recruiting capability; request cross-POD assistance through the Senior Director of Talent Acquisition when capacity is at risk.
Serve as the primary talent acquisition advisor to assigned OPCO Presidents and leaders, building relationships and recommending hiring approaches aligned with business goals and local labor markets.
Partner with OPCO leaders on workforce planning and translate anticipated openings, growth plans, skill gaps, succession needs, and hiring capacity into quarterly hiring plans, recruiting priorities, and talent pipelines.
Establish an OPCO Charter at kickoff and refresh it quarterly, documenting hiring priorities, approved compensation ranges and offer approvers, interview panels and stage owners, sourcing rules, assessment standards, and escalation contacts.
Lead full-cycle recruiting for 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 the scorecard, role requirements and success profile, compensation range, interview panel, sourcing plan, timelines, and recruiting track.
Select the recruiting track—Express, Standard, or Strategic—at intake and develop 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 suitable channels.
Advise leaders on talent availability, market conditions, compensation competitiveness, and hiring process adjustments using recruiting data and candidate feedback.
Ensure consistent, structured assessment and selection practices, 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 and effective interviewing and hiring decisions.
Partner with People Strategy & Experience on compensation guidance, offer approval, and onboarding handoffs.
Monitor requisition progress and POD metrics, identify bottlenecks, and take action to improve results.
Resolve stalled requisitions through the agreed escalation path and hold the TA team and hiring managers to 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.
Collaborate with Shared Service Recruiting, Early Career, and Trade & Apprentice Partnerships to share talent, resources, market knowledge, and best practices while meeting individual OPCO needs.
Maintain accurate, 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.