Talent Acquisition Partner

QAS MANAGEMENT COMPANY INC•Charlotte, NC

About The Position

The Talent Acquisition Partner is responsible for finding and hiring Service Center Managers (SCMs). Working closely with Area Managers and executives, this role combines digital headhunting with local, on-the-ground recruiting to build a leadership pipeline. The position sources candidates through military transition programs, college networks, and direct competitor scouting, and tracks early retention data to support long-term new-hire success. The role proactively sources passive operational and SCM leadership talent using LinkedIn Recruiter and resume-mining techniques; develops targeted job campaigns and competitor talent maps; builds military, veteran, automotive-college, and industrial-college candidate pipelines; and conducts field recruitment in designated markets. The Talent Acquisition Partner also analyzes 90-day onboarding survey feedback and early retention metrics, shares data-backed recommendations with leadership, and maintains accurate recruiting metrics and applicant data.

Requirements

Proven experience in full-lifecycle recruiting, executive search, or specialized talent acquisition, preferably in supply chain, operations, or industrial sectors.
Demonstrated expertise in direct sourcing, candidate headhunting, and talent mapping using LinkedIn Recruiter and resume databases.
Experience developing and executing targeted recruitment pipelines, such as military/veteran programs or university/trade partnerships.
Willingness and ability to travel to field markets for on-site scouting and collaborative hiring initiatives up to 75% of the time.
Strong analytical ability to evaluate hiring metrics, survey data, and retention trends.
Excellent interpersonal, negotiation, verbal, and written communication skills.
Ability to develop strategies or plans to solve global recruiting issues without supervision.

Nice To Haves

Prior recruiting experience in multi-unit retail, automotive, distribution, or field operations environments.
Hands-on familiarity with military recruitment platforms such as RecruitMilitary or Transition Assistance Programs.

Responsibilities

Proactively source and headhunt passive operational and Service Center Manager leadership candidates using LinkedIn Recruiter and resume-mining techniques.
Publish targeted job campaigns and map competitor talent to identify high-performing industry leaders.
Monitor leadership network awards, industry publications, and professional associations to develop external talent pipelines.
Build and manage military and veteran recruitment pipelines by engaging with Transition Assistance Programs and organizations such as RecruitMilitary.
Establish partnerships with automotive and industrial colleges to maintain a pipeline of specialized candidates.
Travel to designated high-turnover and high-growth markets to conduct competitor scouting and in-person recruitment.
Collaborate on-site with Area Managers on interviews, fast-track hiring events, and filling operational vacancies.
Represent the company at regional industry events, campus showcases, and military transition fairs.
Monitor and analyze 90-day onboarding survey feedback and early retention metrics to identify turnover trends and flight risks.
Partner with leadership to provide data-backed insights, recommendations, and recruiting lifecycle adjustments.
Maintain accurate recruitment metrics, pipeline reporting, and applicant data across internal systems.