Talent Acquisition Manager

Aston Carter•Omaha, NE

1d•Hybrid

About The Position

The Talent Acquisition Manager leads the development of a best-in-class in-house recruiting and sourcing function, with a strong focus on building high-performing teams and innovative sourcing strategies. This role combines hands-on sourcing for critical roles with strategic leadership of a small but growing talent acquisition team. The manager will shape the talent pipeline, elevate sourcing capabilities, and directly influence the organization’s growth by attracting exceptional sales, management, and other key talent across similar industries such as logistics, distribution, construction, and manufacturing.

Requirements

At least 5 years of progressive experience in talent acquisition, with a strong emphasis on hands-on sourcing for key roles, including sales and sales leadership positions.
Proven experience managing, mentoring, or leading at least one direct report or a small recruiting team.
Demonstrated success in building, scaling, or significantly enhancing sourcing functions, initiatives, or recruitment strategies within an organization.
Expertise in a broad range of sourcing techniques and tools, including LinkedIn, job boards, social media platforms, networking, and advanced search methods such as Boolean search.
Experience working with HRIS or applicant tracking systems, with the ability to learn and adapt to new platforms.
Basic proficiency in Excel and strong overall computer literacy to manage data, reporting, and online sourcing activities.
Strong analytical skills with the ability to interpret data, track key metrics, and use insights to drive continuous improvement in sourcing and recruitment processes.
Excellent communication and interpersonal skills, with the ability to build trust and credibility with candidates, hiring managers, and sr. leaders.
Strong stakeholder management skills, including the ability to collaborate effectively with leadership and cross-functional partners.
Proven ability to develop and nurture relationships with potential candidates, creating a positive, engaging experience that helps attract and secure top talent.
A proactive, results-oriented mindset with a passion for innovation and continuous improvement in talent acquisition.
Ability to thrive in a fast-paced, evolving environment and adapt quickly to changing priorities and business needs.
Experience or familiarity with industries such as logistics, distribution, construction, or manufacturing.

Nice To Haves

Experience working in or recruiting for organizations in logistics, distribution, construction, or manufacturing environments.
Experience building or enhancing college, trade school, or early-career recruiting programs, including internships, co-operative programs, and graduate hiring.
Comfort with HRIS platforms such as Ceridian Dayforce or similar systems, with the ability to learn new tools quickly.
Demonstrated ability to design and support employee referral programs and other network-based sourcing initiatives.
Experience collaborating with HR and Marketing teams to strengthen employer branding and candidate-facing messaging.
Interest in growing into higher-level leadership roles within talent acquisition as the department and organization expand.
Strong organizational and time-management skills to balance strategic planning with hands-on recruiting responsibilities.

Responsibilities

Lead, mentor, and develop a small talent acquisition team, including one full-time recruiter and one sales recruiter, while planning for future team expansion based on organizational needs.
Design, implement, and continuously optimize comprehensive sourcing strategies to attract both passive and active candidates across various functions and levels, with a strong emphasis on sales and sales leadership roles.
Build and refine the sourcing infrastructure by establishing scalable processes, tools, and best practices that support a high-performing recruitment function.
Evaluate, recommend, and help implement new technologies, platforms, and sourcing tools to improve the effectiveness and efficiency of talent acquisition activities.
Act as a hands-on lead sourcer for critical, specialized, or hard-to-fill positions, demonstrating expertise in advanced sourcing techniques such as Boolean search, social media sourcing, networking, and competitive intelligence.
Partner closely with business leaders and hiring managers to understand workforce plans and talent needs, and translate those needs into targeted sourcing and recruitment strategies.
Provide market insights, talent mapping, and competitive intelligence to inform hiring decisions and influence talent strategies across the organization.
Ensure a seamless, positive candidate experience from initial outreach through interview and selection, maintaining strong communication and follow-up throughout the process.
Develop and maintain strategic partnerships with colleges, trade schools, and similar institutions to build robust talent pipelines for internships, co-operative programs, and full-time graduate hiring.
Collaborate with internal leaders and employees to build and strengthen referral programs, encouraging the use of internal networks for warm introductions and passive talent sourcing.
Act as a talent magnet by leveraging interpersonal skills to identify, engage, and persuade high-caliber candidates to consider and accept opportunities within the organization.
Use data and analytics to track sourcing and recruiting performance, identify trends, and make data-driven decisions that continuously improve processes and outcomes.
Collaborate with HR and Marketing to enhance employer branding and articulate a compelling candidate value proposition across all external and internal channels.
Train and empower hiring managers and the broader talent acquisition team on effective sourcing techniques, tools, and best practices to build overall recruiting capability.
Stay ahead of industry and talent market trends by researching and implementing new sourcing methodologies, tools, and competitive intelligence to maintain a strong competitive edge.
Contribute to the strategic growth of the talent acquisition department as the organization expands through acquisitions and organic growth, elevating the function to a more strategic, future-ready level.