Position Summary

We are looking for a Talent Acquisition Partner to find and hire Service Center Managers (SCMs). Partnering closely with Area Managers and executives, you will combine digital headhunting with local, on-the-ground recruiting to build a strong leadership pipeline. You’ll source candidates through military transition programs, college networks, and direct competitor scouting, while tracking early retention data to make sure new hires succeed long-term.

Key Responsibilities

Direct Sourcing & Talent Mapping

Proactively source and headhunt passive operational and SCM leadership talent using LinkedIn Recruiter and advanced resume mining technique.
Publish targeted job campaigns and conduct competitor talent mapping to identify high- performing industry leaders.
Monitor leadership network awards, industry publications, and professional associations to build robust external talent pipelines.

Strategic Pipeline Partnerships

Build and manage structured military and veteran recruitment pipelines by actively engaging with Transition Assistance Programs (TAP).
Align strategically with military transition organizations (e.g., RecruitMilitary) to identify and attract transitioning service members for leadership roles.
Establish and cultivate direct partnerships with automotive and industrial colleges to maintain an active pipeline of specialized candidates.

Field Recruitment & Competitor Scouting

Deploy directly into designated high-turnover and high-growth target markets to conduct real-time competitor scouting and in-person recruitment.
Collaborate on-site with Area Managers to conduct joint interviews, drive fast-track hiring events, and close key operational vacancies.
Represent the company brand at regional industry events, campus showcases, and military transition fairs.

Talent Analytics & Retention Tracking

Monitor and analyze 90-day onboarding survey feedback and early retention metrics to identify turnover trends and flight risks.
Partner with leadership to deliver data-backed insights, recommendations, and strategic adjustments to the recruiting lifecycle.
Maintain clean recruitment metrics, pipeline reporting, and applicant data integrity across internal systems.

Qualifications

Required

Proven experience in full-lifecycle recruiting, executive search, or specialized talent acquisition, preferably focusing on supply chain, operations, or industrial sectors.
Demonstrated expertise in direct sourcing, candidate headhunting, and talent mapping via LinkedIn Recruiter and resume databases.
Experience developing and executing targeted recruitment pipelines (e.g., military/veteran programs, 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, and verbal/written communication skills.
Ability to build strategies or plans to solve global recruiting issues without supervision

Preferred

Prior experience recruiting for multi-unit retail, automotive, distribution, or field operations environments.
Hands-on familiarity with military recruitment platforms (e.g., RecruitMilitary, TAP).

Compensation Package

Competitive Salary
Bonus program
Company car

Open roles (2)