900-Talent Acquisition Manager

Spectra Metals Sales•Atlanta, GA

10h

About The Position

The Talent Acquisition Manager leads Spectra’s recruitment strategy, oversees full-cycle recruiting for salaried positions, manages position controls, and provides reporting and analytics for staffing needs. This role also oversees specialty projects such as the internship program, employee engagement programs, and stay interview process.

Requirements

Bachelor’s degree preferred
5+ years recruiting experience; leadership experience preferred

Nice To Haves

Experience in manufacturing or multi-site recruiting a plus

Responsibilities

Talent Acquisition Program Development: Build, refine, and optimize recruiting strategies, processes, and workflow tools.
Develop and maintain standardized hiring workflows, tools, and templates across all functions and locations to ensure consistency, compliance, and efficiency.
Establish clear service-level expectations (SLAs) for requisition approval, posting timelines, candidate screening, interview scheduling, and offer delivery.
Partner with HR leadership and business leaders to align recruiting strategies with organizational goals, workforce plans, and growth forecasts.
Ensure all hiring practices comply with applicable employment laws, internal policies, and DEI principles.
Lead continuous improvement initiatives by analyzing recruiting metrics such as time-to-fill, quality of hire, candidate drop-off rates, and hiring manager satisfaction.
Oversee recruitment technology and systems (ATS, job boards, background screening vendors), ensuring data integrity and optimal usage.
Train and coach hiring managers on effective interviewing, selection practices, and hiring decision accountability.
Talent Pipeline Strategy: Responsible for building sustainable talent pipelines that reduce reactive hiring and strengthen the organization’s ability to attract high-quality talent.
Develop proactive sourcing strategies for high-volume, hard-to-fill, and leadership roles.
Build and maintain pipelines of pre-qualified candidates through networking, referrals, community partnerships, and industry engagement.
Partner with HR leadership and business leaders to identify future talent needs based on growth plans, turnover trends, and succession planning.
Establish relationships with trade schools, colleges, professional associations, and workforce development programs as appropriate.
Leverage data to forecast hiring needs and adjust sourcing strategies accordingly.
Implement employee referral strategies that incentivize high-quality candidate submissions.
Full Cycle Recruiting (Salaried Roles): Source, conduct prescreen interviews, manage offers, and drive candidate experience.
Ensure timely and high-quality hiring for all salaried roles across Spectra by managing the full recruiting lifecycle from requisition approval through onboarding handoff.
Maintain consistent candidate experience standards, including timely communication, structured interviews, and compliant offer processes.
Partner with hiring leaders to clarify role requirements, assess candidate fit, and reduce time-to-fill without sacrificing quality.
Build and maintain active talent pipelines for recurring and hard-to-fill roles.
Ensure all recruiting activities comply with employment laws, internal controls, and company policies.
Position Management: Maintain job titles, req controls, org structure alignment.
Maintain accurate and controlled position data, including approved headcount, job titles, reporting relationships, and requisition status.
Partner with HR and Finance to ensure all positions align with budget approvals and organizational structure.
Prevent unauthorized or duplicate requisitions through disciplined position controls.
Ensure ATS and HRIS records reflect current organizational design and staffing plans.
Job Description Development: Partner with HR Director and managers to standardize and update JDs.
Lead the creation, revision, and standardization of job descriptions across salaried roles.
Ensure job descriptions accurately reflect role scope, accountability, required competencies, and compliance requirements.
Partner with HR Business Partners and leaders to align job descriptions with performance expectations, career paths, and compensation structures.
Maintain version control and accessibility of approved job descriptions.
Recruiting Analytics: Maintain dashboards, fill-rate metrics, recruiting funnel data.
Develop and maintain recruiting dashboards that track key metrics such as time-to-fill, source effectiveness, candidate conversion rates, and offer acceptance.
Analyze recruiting data to identify trends, risks, and opportunities for improvement.
Provide regular recruiting reports to HR leadership and business leaders to support workforce planning and decision-making.
Use data to continuously improve recruiting strategies, sourcing channels, and process efficiency.
Candidate Experience: owns the overall candidate experience and ensures that every interaction with the organization reflects professionalism, transparency, and respect.
Design and monitor a consistent candidate journey from application through onboarding, ensuring timely communication at every stage.
Establish clear expectations for candidate touchpoints, including application acknowledgments, interview updates, offer communications, and disposition notifications.
Partner hiring managers to create structured, engaging interview processes that assess skills, cultural alignment, and potential.
Ensure candidates receive accurate information about the role, compensation structure, growth opportunities, and organizational culture.
Review candidate feedback and recruitment data to identify experience gaps and implement corrective actions.
Reduce candidate friction by streamlining application processes, minimizing delays, and eliminating unnecessary steps.
Maintain the organization’s employer brand by ensuring candidates regardless of outcome leave with a positive impression.
Employee Engagement Programs: Design, implement, and track employee engagement initiatives such as new-hire touchpoints, onboarding satisfaction surveys, stay interviews, pulse checks, referral program participation, and candidate-to-employee experience transitions.
Collaborate with HR and Operations to identify engagement trends and recommend retention strategies.
Employer Branding: Partner with HR to support attraction strategies while approving Spectra’s presence as an Employer of Choice.
Strengthen Spectra’s employer brand by aligning recruiting messaging with company values, culture, and employee experience.
Partner with HR and Marketing to ensure consistent branding across job postings, career pages, and recruitment platforms.
Monitor candidate feedback and market perception to continuously refine employer branding strategies.
Position Spectra as an employer of choice within manufacturing, distribution, and professional talent markets