Talent Acquisition Manager

Tiny Spoon Chef•Malden, MA

5d•Remote

About The Position

Tiny Spoon Chef is a growing culinary brand operating across 15 states — and the people behind our kitchens are what make it work. We're looking for a Talent Acquisition Manager who gets that hiring is about more than filling a position. It's about finding someone who genuinely fits, stays, and grows with us. This is a fully remote role with real autonomy. You'll own full-cycle recruiting across our markets and collaborate closely with our 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.
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.
Experience managing a recruiting budget.
A communicator who can represent who we are to candidates across very different communities and markets.
Comfort using ATS platforms, such as Paylocity and Workable
Past experience using project management systems, including Asana, Monday, etc.

Nice To Haves

Solid recruiting chops (4+ years preferred) and multi-state experience.
Know how to use digital tools and show up in person when a market needs a push.
Like owning a number and being rewarded for hitting it.
Think about retention, not just placements.
Want to actually build something — not just fill a spreadsheet.
Are comfortable with budgeting and working cross-functionally with a marketing team.

Responsibilities

Own end-to-end recruiting across 15 states with a focus on sustainable growth.
Build sourcing strategies that actually reach people — job boards and LinkedIn, yes, but also 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 our 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 — our commission structure is built around retention for a reason.
Track the numbers that matter: 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 hiring process