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
