Director of Talent Acquisition

  • 52868
  • 13 May 2022
  • Dallas, TX
  • Human Resources
  • $150,000 - $175,000
  • Nate Skow

Job Description

Director of Talent Acquisition and Development

Purpose of the Job:

The Director of Talent Acquisition and Development will lead the implementation of the vision for talent acquisition to achieve identified objectives and underlying strategies, including sourcing, early talent pipeline development, and talent networking. This person will build and communicate the talent brand for the company. In addition, this person will work closely with the functional leaders in analyzing their talent needs, including the competencies and capabilities needed to execute their strategies.

About the Role:

The Director of Talent Acquisition has 3 primary focus areas:

  • Developing and implementing the vision, strategy and corresponding operational plans that ensure we have the right talent at the right time, in the right location for our operating companies and corporate teams. This includes, but is not limited to org design, talent branding, sourcing strategies, systems, processes, tools, programs, and strategic partnerships.
  • Provide leadership support and guidance to a geographically dispersed team of recruiters across our growing family of operating companies. Ensure the teams have the support, resources, and tools they need to hire the workforce needed to deliver on customer commitments and business goals.
  • Reporting – establish, closely monitor, and publish KPIs to proactively measure performance of sourcing, screening, and hiring strategies and tactics. Leverage analytics and insights to identify obstacles and challenges throughout the full cycle of the recruiting process.




  • Provide thought leadership, which continually raises the bar and demonstrates strategic thinking in establishing a long-term plan that delivers business results.
  • Lead employment branding initiatives. Look at branding initiatives from the past and help organize future ones to be optimized.
  • Takes responsibility for structuring and implementing the recruiting model and ensuring the processes and systems are in place to achieve the vision
  • 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
  • Play a key leadership role in configuring the recruiting module of our soon to be implemented HRIS.

Talent Acquisition:

  • Identify new and creative ways to source viable candidates including contact lists, database leads, internet resource, trade groups, trade schools and personal networking.
  • Build & maintain professional relationship with external business partners.
  • 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.
  • Define the future state processes from lead generation to closed hire, driving efficiency and candidate conversion with streamlined processes and optimization of our soon to be implemented system.
  • 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 events. Help create and organize other types of recruitment events.
  • Make sure the advertised jobs properly convey the company’s needs.


  • Determine current staffing needs and produce forecasts. 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.


  • Lead a team of recruiters by providing thought leadership, support, and guidance. This includes direct and matrix reporting lines.
  • 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
  • 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.
  • Demonstrate resourcefulness and initiative in dealing with daily assumptions.
  • Proven ability to influence without authority and collaboratively manage through complexity
  • Proven candidate sourcing and relationship building skills.
  • Ability to travel, as needed.

Job location: Ideally Dallas, TX (potentially open to other locations for the right leader).

Reports to: Chief Human Resources Officer

Status: Exempt