Talent Acquisition Manager
About The Position
We’re looking for a hands-on, results-driven Talent Acquisition Manager to own and execute hiring across BDC as we scale with multiple sites. This is a builder role—you will personally run searches end-to-end, build sourcing pipelines, and design the hiring systems that allow us to attract great people quickly and consistently. You won’t be managing recruiters; you are the recruiter, with the autonomy and authority to make our hiring function work. This role reports directly to the President. You’ll partner closely with the HR Operations Manager on offers, onboarding, and start-date logistics, and work directly with senior leaders across sales, operations, e-commerce, and manufacturing to fill roles ranging from warehouse associates to senior leadership. You will own the funnel: sourcing, screening, candidate experience, scheduling, offer negotiation, and closing. You’ll be comfortable traveling to other BDC sites for recruiting needs. This role is critical to BDC’s next phase of growth. The right person will not wait for resumes to come in—they will go find the talent we need.
Requirements
- 5+ years of full-cycle recruiting experience, ideally in CPG, manufacturing, e-commerce, or consumer products
- Demonstrated success filling roles across functions—commercial / sales, operations, manufacturing, and corporate
- Hands-on experience with LinkedIn Recruiter and at least one major ATS (Greenhouse, Lever, Workable, BambooHR, iCIMS, etc.). Familiarity with ADP Workforce Now is a plus — it's our current HRIS and recruiting tool, though we're open to evaluating dedicated ATS platforms as the function scales.
- Track record of sourcing passive candidates—not just managing inbound applications
- Experience hiring at multiple levels, from hourly to Director / VP
- Experience selecting, managing, and getting results from external search partners — both contingency and retained — including negotiating fee structures and holding firms accountable for candidate quality
- Strong written and verbal communication; can write a job posting that attracts good candidates
- Bilingual in English/Spanish is a strong plus given our manufacturing workforce
- Comfortable working in a fast-paced, founder-led environment with shifting priorities
Nice To Haves
- SHRM-CP, PHR, or equivalent certification preferred but not required
Responsibilities
- Personally own the recruiting process for all open roles, from intake through offer acceptance
- Run active sourcing via LinkedIn Recruiter, industry networks, referrals, and targeted outreach—not just job board posting
- Conduct initial screens, calibrate with hiring managers, and shepherd candidates through the interview process
- Negotiate offers in partnership with the President and the HR Operations Manager
- Maintain a 48-hour response standard with all qualified candidates to protect candidate experience and competitive position
- Build and maintain pipelines of passive candidates for high-priority roles (commercial, operations, manufacturing leadership)
- Develop relationships with industry contacts, CPG and home improvement networks, and local talent communities
- Identify and engage contingency / retained search partners when needed for specialized executive roles
- Design and continuously improve BDC’s interview process: structured interviews, scorecards, and decision criteria
- Write and refresh job descriptions in partnership with hiring managers—compelling to candidates, accurate to the role
- Own the applicant tracking system (ATS): selection, implementation, and day-to-day administration
- Track and report on hiring metrics: time-to-fill, source effectiveness, offer-acceptance rate, and quality-of-hire indicators
- Develop BDC’s employer value proposition and use it consistently in postings, outreach, and conversations
- Manage candidate experience from first contact through onboarding handoff to the HR Operations Manager
- Strengthen BDC’s presence on LinkedIn, Indeed, Glassdoor, and other relevant platforms
- Conduct compensation benchmarking for open roles using market data sources
- Advise hiring managers on competitive offers, market trends, and realistic role expectations
- Partner with the President, HR Operations Manager, and fractional CFO to refine comp ranges as BDC grows
- Partner with the HR Operations Manager (peer) on offer letters, background checks, onboarding handoff, and start-date logistics
- Coach hiring managers on interviewing best practices, candidate evaluation, and bias mitigation
- Provide weekly status updates to the President on all open requisitions
- Identify, evaluate, and manage relationships with professional staffing agencies (contingency and retained) for mid-level and senior roles
- Negotiate fee structures, SLAs, and exclusivity arrangements with search firms; hold them accountable for candidate quality and time-to-fill
- For selected executive-level searches, partner with the President to select retained search firms and own day-to-day vendor management throughout the engagement
- Manage BDC's production temp staffing relationships (Spherion, Labor Finders, etc.), to ensure clear handoffs between temp-to-perm conversions and direct-hire searches
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What This Job Offers
Job Type
Full-time
Career Level
Mid Level
Education Level
No Education Listed
