Talent Acquisition Partner

Spark Car Wash • Summit, NJ

3d

About The Position

Spark Car Wash is a high growth, institutionally backed express exterior car wash company serving the Northeast and headquartered in Summit, NJ. Our mission is to become the premier car wash brand in the market by delivering consistent excellence to our customers and creating an enriching environment for our employees. Spark is actively launching multiple best-in-class locations and has a long-term vision of becoming the largest operator in the region. Position Summary As Spark continues to expand, we are adding a Talent Acquisition Partner to our Corporate team, reporting directly to the VP of Human Resources. This role offers an exceptional opportunity for career development within a dynamic, fast-growing organization. The ideal candidate thrives in a fast-paced environment and brings strong expertise in recruiting, workforce planning, interviewing, and talent strategy. This experienced person with an entrepreneurial mindset will thrive in this is a high-impact role. One who is eager to “raise the bar,” contribute new ideas, and influence the growth of a rapidly scaling company.

Requirements

• 3–5 years of Talent Acquisition experience in a fast-paced, high-volume, or multi-site environment.
• Demonstrated ability to manage the full recruiting lifecycle, from requisition intake through offer acceptance.
• Strong experience supporting hiring for hourly, field-based, or high-turnover roles, as well as corporate positions.
• Proficiency with HRIS and ATS platforms, including requisition management, candidate tracking, and reporting.
• Must understand the legal compliance/ risk areas/ advise us on best practices to keep the company complaint
• Experience conducting phone screens, competency-based interviews, and candidate assessments.
• Strong sourcing capabilities, including the use of job boards, social platforms, talent databases, and grassroots recruiting strategies.
• Exceptional communication skills with the ability to influence and partner effectively with managers at all levels.
• Strong organizational skills with the ability to manage multiple searches, priorities, and deadlines simultaneously.
• High degree of confidentiality, professionalism, and sound judgment.
• Ability to travel to support hiring events, new store openings, or onsite interviews as needed.

Nice To Haves

• Experience working in retail, hospitality, service, or other high-volume, high-turnover industries.
• Experience supporting rapid growth or multi-location expansion environments.
• Prior involvement in the development of interview guides, structured selection processes, or competency models.
• Familiarity with employment branding, recruitment marketing, or talent attraction campaigns.
• Exposure to HR functions such as onboarding, workforce planning, compensation, or training.
• Advanced sourcing techniques (Boolean search, talent mapping, niche platforms, etc.).
• Intermediate Excel skills and the ability to interpret data to inform recruiting decisions.
• Bachelor’s degree in human resources, business administration, or related field (or equivalent experience).

Responsibilities

• Recruiting Strategy & Continuous Improvement Identify opportunities to optimize the full recruiting lifecycle, implementing best practices, technology enhancements, and process improvements that elevate efficiency, quality of hire, and scalability.
• Partner with HR leadership to design and refine recruiting frameworks that support rapid expansion and high-volume hiring needs.
• Develop innovative sourcing and talent attraction strategies to proactively build diverse and qualified candidate pipelines.
• Use data, metrics, and labor market insights to evaluate performance, recommend improvements, and drive accountability for key metrics including time-to-fill, cost-per-hire, and turnover reduction.
• Workforce Planning & Requisition Governance Review and validate hiring requests to ensure alignment with approved headcount, budget guidelines, and organizational staffing plans.
• Conduct structured intake meetings with hiring managers to clarify role requirements, competencies, success profiles, and recruiting strategy.
• Own requisition management within the recruiting platform, including posting, workflow configuration, pipeline maintenance, and consistent movement of candidates through the process.
• Candidate Sourcing, Screening & Selection Execute proactive sourcing strategies for hard-to-fill roles, specialized positions, and corporate openings using multiple tools, channels, and partnerships.
• Conduct phone screens and preliminary interviews to evaluate qualifications, competencies, and cultural alignment.
• Create structured, competency-based interview guides that support fair, consistent, and high-quality hiring decisions.
• Ensure all candidates receive a positive, high-touch experience that reflects Spark’s brand and service-oriented culture.
• Interview Coordination & Process Management Coordinate interview scheduling between candidates and hiring leaders to accelerate the process while preserving quality and experience.
• Maintain transparent, timely communication with hiring teams and candidates regarding timelines, expectations, and next steps.
• Support hiring events and large-scale recruiting initiatives—especially new store openings—through on-site interviews, event coordination, and candidate engagement efforts.
• Offer Management, Pre-boarding & Compliance Prepare and deliver accurate offer letters aligned with compensation guidelines and employment classifications.
• Guide new hires through onboarding documentation and ensure a smooth transition from offer acceptance to start date.
• Implement and manage the full background check process, partnering with vendors and internal stakeholders to ensure compliance and timely completion.
• Employer Brand Development Strengthen and evolve Spark’s employer brand through storytelling, targeted campaigns, and high-quality recruitment materials.
• Lead new initiatives to increase brand visibility and talent attraction in competitive labor markets.
• Training, Partnerships & Cross-Functional Collaboration Deliver and support recruiting and interview training for hiring managers, including new General Managers, to uphold best practices.
• Collaborate closely with HR partners to execute a comprehensive talent strategy.
• Partner with Operations, Marketing, and Leadership teams to ensure staffing plans meet business needs, support store openings, and sustain long-term workforce goals.
• Travel to new store locations as needed to support hiring events, interviews, and talent-related initiatives.

Benefits

• Competitive base salary plus annual bonus compensation
• Excellent medical, dental, and vision coverage, as well as comprehensive ancillary benefits
• 401(k) with company match
• 3 weeks of paid vacation
• Company laptop
• Branded company gear and free car washes

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level
• Number of Employees: 11-50 employees