Vice President of Recruitment & Talent Acquisition

  • 51682
  • 24 Nov 2019
  • Framingham, MA
  • Manufacturing
  • $170,000 - $180,000
  • Peter Wisnieff

Job Description

Vice President of Recruitment & Talent Acquisition

Looking for a dynamic recruiting leader to build a world-class internal talent acquisition function. In this role you will own the strategy, implementation and execution of all aspects of recruitment and talent acquisition.




Reporting to the Chief HR Officer, the primary role of the Vice President of Recruitment/Talent Acquisition is to drive the sourcing and recruiting of a large part-time workforce and creating a strategic approach to identifying and attracting candidates to successfully meet the business needs. You will be responsible for overseeing 10+ in-field recruiters and primarily responsible for hiring and retaining 350-500 new part-time drivers annually across 19 branch locations in Massachusetts (and other states as the business scales) to meet the growth objectives of the business.

Leveraging analytics, insights and research in assessing recruiting progress, future hiring plans, obstacles and challenges, and collaborate on recruiting activities and strategies. You will be a thought partner to management and critical value driver for the business, building a repeatable and proven driver recruiting and retention playbook and function that will serve as a competitive advantage in an industry where human capital is of the highest importance.



Talent Acquisition:

  • Identifying new and creative ways to source viable candidates including contact lists, database leads, internet resources and personal networking.
  • Build & maintain professional relationship with external business partners.
  • Use and manage multiple channels/media to drive hiring efforts (digital, in-person, other).
  • Create a steady pipeline of potential talent and ensure that the organization is being recognized as an employer of choice among preferred candidates.
  • Develop and nurture talent pipelines for key positions that are regularly in demand in order to shorten time-to-fill and attract strong talent.
  • Collaborate in the development of communication and marketing materials, including the career site, social media, electronic communications and other types of communications.
  • Improve the company website recruiting section to assist in recruiting.
  • Work with management and operations to diagnose employee churn and drive retention efforts/programs. 



  • Ongoing & constant recruiting effort on the order of 350-500 people a year.
  • Re-vamping the recruiting process from lead generation to closed hire, driving efficiency and candidate conversion with streamlined processes.
  • Perform sourcing and interviewing to fill open positions and anticipate future needs.
  • Take steps to ensure a positive candidate experience.
  • Organize and/or attend career fairs, open houses and networking Help create and organize other types of recruitment events.
  • Make sure the advertised jobs properly convey the company’s needs.
  • Leverage new tools/technology to support candidate outreach, applicant tracking, employee selection efforts. 



  • Provide leadership, which continually raises the bar and demonstrates strategic thinking in establishing a long-term plan that delivers business results.
  • Lead employment branding Look at the company’s branding initiatives from the past and help organize future ones to be optimized.
  • Takes responsibility for implementing and managing the team, tools, strategies and scalable processes to successfully meet the talent acquisition needs.
  • Evaluate and choose strategies for identifying and screening candidates and retaining staff.
  • Participate in meetings related to hiring strategies and training other members of the hiring team.
  • Work with the management team to define talent needs, necessary skills and preferred qualifications. Build credible, trusted working relationships with managers and leaders across the organization to understand business objectives, hiring needs and challenges in order to develop specific recruiting plans.
  • Develop and track measurable facets of the recruiting and hiring process so that the processes are transparent and measurable.
  • Set continuous improvement goals. 



  • Determine current staffing needs and produce Develop staffing strategies for a growing company, paying close attention to trends.
  • Provide weekly status updates and reports on recruiting activities to the leadership team, collect data on cost-per-hire, employee turnover rate, employee turnover cost, the impact of a continuous improvement process on cost savings, time-to-hire and more.
  • Maintain a summary of competitive compensation and benefits from other comparable companies.
  • Use metrics to create reports and identify areas of improvement.
  • Gather, process and analyze all the relevant data on candidates. 



  • Supervise and manage a team of recruiters by providing oversight and direction.
  • Lead employees to meet the organization’s expectations for productivity, quality and goal accomplishment.
  • Follow-through with the recruitment team to ensure all parts of the “screening process” have been scheduled, performed and completed.
  • Other various on-boarding tasks.
  • Provide effective performance feedback through recognition, rewards and disciplinary action.
  • Maintain transparent communication. Appropriately communicate organization information through department meetings, one-on-one meetings and appropriate email and regular interpersonal communications.
  • Any other duties or projects as assigned.



  • Extensive experience with recruiting, at least 5+ years performing the above duties in a similar position.
  • Must be flexible to work and travel to different locations.
  • Experience with managing a team – excellent interpersonal and coaching skills.
  • Experience in full cycle recruiting and employment branding.
  • Understanding of all selection methods and techniques.
  • Proficient in the use of social media and job boards.
  • Willingness to understand the duties and competencies of different roles.
  • Working knowledge of Applicant Tracking Systems (ATS) and databases.
  • Proficiency in Microsoft Office and similar applications.
  • Effective oral and written communication skills.
  • Well-organized, able to identify and resolve challenges in a timely manner.
  • Able to collect and interpret data-based measurements to demonstrate their effectiveness.
  • A leader and strategic thinker.
  • Driven by the need to succeed.
  • Proven candidate sourcing and relationship building skills.
  • Ability to travel to other offices as needed. 

This VP of Recruitment/Talent Acquisition will be a very hands-on position.


  • A candidate with transportation experience would be a
  • This position will source & recruit for driver & monitor positions (95% of the time), other FT Administrative Staff (5% of the time).
  • The Driver/Monitor positions are all part-time