Talent Acquisition Manager

October 13, 2026
Remote, US
$80,000 – $105,000/yr
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Plant Grow Harvest – Digs

Talent Acquisition Manager

Department: Human Resources
Reports To: Talent & Human Resources Director, dotted line to CEO
Employment Type: Full-Time
Classification: Salaried Exempt
Location: Remote / Hybrid
Travel: Periodic travel to PGH locations, industry events, recruiting events, and other talent markets as required

Company Overview

Plant Grow Harvest (PGH) is a vertically integrated specialty potato company operating across multiple U.S. locations. As PGH continues to grow, our ability to consistently identify, attract, assess, and hire strong people is becoming a critical organizational capability.

Our culture is grounded in four pillars

  • Safety First, Always: We protect people and make safety part of how work gets done.
  • Accountability: We own our commitments, decisions, results, and follow-through.
  • Growth Mindset: We learn, seek feedback, improve, and adapt.
  • A-Team: We build teams of capable people who hold high standards and work together toward shared outcomes.

Position Overview

The Talent Acquisition Manager is responsible for building and operating a reliable external talent pipeline that enables PGH to fill critical roles with strong people as the business grows. This is a hands-on talent acquisition role. The Talent Acquisition Manager will personally source candidates, develop relationships with passive talent, manage full-cycle recruiting, partner with hiring managers, improve selection quality, and continuously strengthen PGH’s recruiting system. The Talent Acquisition Manager is expected to recruit proactively rather than waiting for vacancies to become urgent. The objective is to create a disciplined and measurable recruiting system that consistently puts the right person in the right seat.

Accountabilities

  1. Recruiting Strategy & 12-Month Hiring Plan: Translate approved workforce needs into a clear and actionable 12-month recruiting plan. The TAM will partner with the HR Director and business leaders to understand anticipated hiring needs, prioritize searches, identify difficult-to-fill positions, define recruiting timelines, and establish sourcing strategies.
  2. Proactive Talent Sourcing & Pipeline Development: Build relationships with qualified potential candidates before positions becomes a need. Develop external talent networks. Maintain pipelines for positions that are difficult to fill, recurring, or strategically important to PGH.
  3. Full-Cycle Recruiting: Own full-cycle recruiting for assigned professional and critical positions. The TAM remains accountable for maintaining momentum throughout the hiring process and preventing unnecessary delays.
  4. Hiring Manager Partnership: Conduct structured intake discussions with hiring managers before recruiting begins. Provide managers with relevant labor-market information.
  5. Selection Quality: Build and maintain structured, job-related selection practices that improve PGH’s probability of making strong hires. PGH uses principles from the Who Method, supplemented by evidence-based selection practices.
  6. Candidate Experience & Employer Brand: Ensure candidates experience is positive and sense PGH as professional, responsive, organized, transparent, compelling, a space to thrive. Candidates should clearly understand: the role, expectations, work environment, PGH culture, selection process, compensation parameters. Candidate will also be supported during the first 90 days after hiring.
  7. Recruiting Process Improvement & AI Enablement: Continuously improve the recruiting system through technology, automation, standardization, and AI.

Qualifications

  • Bachelor’s degree in Human Resources, Industrial/Organizational Psychology, Business, or a related field preferred; equivalent relevant experience is acceptable.
  • Minimum 4 years of progressive full-cycle recruiting or talent acquisition experience.
  • Strong knowledge of full-cycle recruiting, proactive sourcing, structured interviewing, scorecards, job-related selection principles, and basic job analysis/KSAO methodology.
  • Demonstrated success sourcing and engaging passive candidates and building talent pipelines.
  • Strong interviewing, candidate-assessment, communication, networking, and relationship-management skills.
  • Experience partnering directly with hiring managers to clarify roles, define selection criteria, and manage multiple searches simultaneously.
  • Ability to manage recruiting processes with urgency, accountability, prioritization, and strong follow-through.
  • Experience with ATS/HRIS platforms, LinkedIn Recruiter or comparable sourcing tools, spreadsheets, recruiting analytics, and hiring-funnel metrics.
  • Familiarity with EEO, nondiscrimination, and recruiting compliance principles.
  • Comfortable using modern recruiting technology, including AI-enabled sourcing and productivity tools.
  • Experience with structured interviews, recruiting scorecards, recruiting analytics, or the Who Method preferred.

Compensation & Benefits

Base salary range: $80,000–$105,000 annually, subject to final market validation, geographic location, experience, and demonstrated recruiting capability. Benefits will be provided in accordance with applicable PGH plans and policies.