Talent Acquisition Manager

Tiny Spoon Chef, Inc•Malden, MA

5d•Remote

About The Position

Tiny Spoon Chef is a growing culinary brand operating across 15 states. We are looking for a Talent Acquisition Manager who understands that hiring is about finding someone who genuinely fits, stays, and grows with the company. This is a fully remote role with autonomy, where you will own full-cycle recruiting across our markets and collaborate with the marketing team to build sourcing strategies that go beyond job boards, including local presence in the communities we operate in.

Requirements

4+ years in talent acquisition, ideally in a multi-state or distributed environment.
Proficiency in digital sourcing and willingness to engage in in-person recruitment when needed.
Experience managing a recruiting budget.
Comfort using ATS platforms, such as Paylocity and Workable.
Past experience using project management systems, including Asana, Monday, etc.
Solid recruiting experience (4+ years preferred) and multi-state experience.
Ability to use digital tools and engage in-person when a market needs a push.
Comfort with budgeting and working cross-functionally with a marketing team.

Nice To Haves

Someone who knows their way around digital sourcing and isn't afraid to show up in person when a local market needs attention.
A natural collaborator — you'll work closely with marketing and operations, and they'll actually enjoy working with you.
A communicator who can represent who we are to candidates across very different communities and markets.
Someone who likes owning a number and being rewarded for hitting it.
Someone who thinks about retention, not just placements.
Someone who wants to actually build something — not just fill a spreadsheet.

Responsibilities

Own end-to-end recruiting across 15 states with a focus on sustainable growth.
Build sourcing strategies that reach people through job boards, LinkedIn, job fairs, digital signage, and community-level outreach tailored to each market.
Create, update, and manage candidate activity in ATS system, managing hiring pipelines to reduce hire time.
Collaborate with the marketing team on employer brand campaigns and region-specific recruiting materials.
Manage the recruiting budget and allocate spend thoughtfully by market.
Focus on long-term fit, not just time-to-fill.
Track key metrics: time-to-fill, offer acceptance, and 90/180-day retention rates.
Travel to regional markets as needed (up to 30% of the role), including job fairs and on-site activations.
Work collaboratively with other departments to schedule steps of the hiring process.