Talent Acquisition Manager

Roadway Moving•New York, NY

6d•$90,000 - $130,000•Hybrid

About The Position

Founded in 2008 by Ross Sapir, Roadway Moving is built on the core principles of accountability, kindness, generosity, and dedication. These values drive a culture of excellence, where our people—not just our trucks—set us apart in a crowded industry. We believe in investing in both our employees and our clients, fostering an environment rooted in respect, urgency, clear communication, and appreciation. At Roadway, we don’t just move boxes, we move lives, and we do it with a commitment to making the experience remarkable for everyone involved. Right here in the Bronx, where it all began back in 2008, that same hard working, big hearted spirit is still what drives us every day. Roadway is a company that has grown fast and is still growing. We hire at volume and we hire across every level, from movers and drivers to directors and executives. This seat owns the hiring that sits above the field, and sets the standard for the hiring that happens in it.

Requirements

Presence: Ability to be credible with VP candidates and warehouse managers.
Works hard and fast.
Handles pressure without dropping quality.
Willingness to learn and ask questions about the business.
Takes ownership and diagnoses issues when searches stall.
Recruiting agency experience, in-house talent acquisition, or high-volume hiring backgrounds.
Career changers with strong sales, hospitality, or operations management backgrounds who can demonstrate judgment, hustle, and people reading skills.
Comfort working onsite at least three days a week.
Comfort in a business that moves at the speed of a hiring surge.

Responsibilities

Full cycle recruitment for corporate and leadership hiring: sales, operations, dispatch, logistics, marketing, finance, and management roles through the VP level. Intake, sourcing, screening, interview process design, offer negotiation, and close.
Hiring manager partnership. Define the role with the manager before it opens, calibrate early, and hold the process to a standard instead of chasing whoever moves fastest.
Manage the ATS as a system of record. Postings, pipeline hygiene, candidate communication, clean data.
Track and report on hiring metrics that leadership actually uses: time to fill, source quality, offer acceptance, cost per hire, and where the process is breaking.
Oversight of the field recruitment process currently run by the HR team. Set the standard, watch quality and throughput by market, and step in when a location falls behind.
Depending on level, this role may include a management line into our global recruiting and sourcing team. If you come in without that experience, it is the path this seat grows toward.