Director, Talent Acquisition

Job Title

Director, Talent Acquisition

Job Description Summary

Cushman & Wakefield is seeking a Director of Talent Acquisition to lead a large, dedicated recruiting organization supporting one of our client accounts. This leader owns the end-to-end hiring strategy, delivery and performance for a high-volume, fast-moving operation spanning hourly, skilled technical and site leadership roles across a national footprint. The Director is accountable for keeping the client staffed at target levels while opening new sites, scaling quickly and controlling cost. This is a hands‑on leadership role for someone who can run a disciplined weekly operating rhythm, build a bench of strong managers, and be a trusted partner to client operations leaders and C&W account leadership.

Job Description

KEY RESPONSIBILITIES

Strategy and Delivery

• Own the account-level talent acquisition strategy, staffing plan and hiring forecast, aligned to client headcount demand and new site launch timelines.
• Deliver against staffing, time-to-fill, offer acceptance, quality-of-hire and early attrition targets, with clear accountability at the site, region and recruiter level.
• Drive proactive workforce planning, including recruit‑ahead requisitions and pipeline‑building models that shorten vacancy days and protect client revenue.
• Lead accelerated and pilot hiring programs from design through scale, using data to decide what to standardize, expand or retire.
• This role is a member of the Account SLT and provides input into the overall direction and strategy of the account.
• The role interacts regularly with Clients (Amazon's) 3PMT (Third‑Party Management Team), with daily, weekly, and monthly engagement as part of ongoing account management and collaboration.

Team Leadership

• Lead, coach and develop Senior Managers, Managers, launch and program managers, and recruiters; set clear goals, hold a high performance bar and build succession depth.
• Establish the team structure, capacity model and coverage needed to support steady‑state sites and concurrent new site launches.
• Build a culture of ownership, speed and candidate care across a geographically distributed team.

Sourcing, Events and Partnerships

• Direct a multi-channel sourcing strategy, including high-volume digital, employee referral, community and workforce partnerships.
• Expand trade school, community college and technical program partnerships to build a durable pipeline for skilled technician and trades roles.
• Oversee on‑site and regional hiring events, from planning, staffing and budget through offer conversion and post-event reporting.

Leadership and Specialized Hiring

• Lead the search and selection of site and operations leaders in competitive, tight labor markets, partnering with client executives on profile, process and offer approach.
• Design and manage incentive strategy, including relocation and sign‑on programs, with clear business cases, approval paths and payout timelines that protect candidate experience.
• Partner with client operations to streamline leadership interview processes and improve speed and consistency.

Client Partnership and Governance

• Serve as the senior TA point of contact for client operations, business operations and people leaders; run the weekly staffing cadence and monthly business reviews.
• Produce clear executive reporting on staffing, pipeline, funnel conversion, attrition and cost, and translate data into decisions and actions.
• Own the TA budget, forecast and cost allocation in partnership with account finance, including tools, licenses, events, travel and incentives.
• Improve the handoff from offer to onboarding and first day, working with operations and onboarding teams to ensure new hires have clarity on role, shift, manager and reporting location.

Process, Technology and Compliance

• Champion a consistent, scalable recruiting process supported by the ATS, CRM and reporting tools; partner with TA Operations and Production on requisition management and approvals.
• Ensure compliance with EEO, OFCCP, background screening, and client‑specific hiring requirements.
• Collaborate with C&W Global TA leadership on shared tools, talent intelligence, employer brand and best practices.

QUALIFICATIONS

Required

• 10+ years of progressive talent acquisition experience, including 5+ years leading recruiting managers and teams.
• Proven success leading high-volume and multi-site hiring in operations, logistics, manufacturing, distribution or similar environments.
• Experience supporting new site launches or rapid workforce ramps, with demonstrated results against staffing and time-to-fill goals.
• Strong financial acumen: experience owning a TA budget, forecasting spend and building business cases for incentives and programs.
• Data-driven leader, fluent in funnel analytics, workforce forecasting and executive-level reporting.
• Excellent communication and influence skills, with comfort engaging senior client and operations executives.
• Bachelor’s degree in Human Resources, Business or a related field, or equivalent experience.

Preferred

• Experience in a dedicated client or outsourced recruiting (RPO / MSP) environment.
• Background hiring skilled trades and technical roles, including trade school and workforce development partnerships.
• Experience recruiting site and operations leadership in competitive labor markets.
• Familiarity with enterprise ATS and CRM platforms, and hiring event management at scale.
• Experience leading teams across multiple locations and time zones.

CORE COMPETENCIES

• Execution: Operational rigor and a bias for action in a fast‑paced environment.
• Strategic agility: Ability to see the full staffing picture, anticipate demand and adjust quickly.
• Partnership: Builds trust with clients and stakeholders, and manages through constructive challenge.
• People leadership: Develops leaders, sets expectations and creates accountability.
• Analytical judgment: Makes decisions grounded in metrics and clear tradeoffs.

MEASURES OF SUCCESS

• Sustained staffing at or near target levels across all sites.
• Reduced time-to-fill and vacancy days through recruit‑ahead and pipeline strategies.
• Strong offer acceptance, conversion from hiring events and early retention of new hires.
• On‑time, on‑budget launch hiring for new sites.
• High client satisfaction, and a stable, engaged and high-performing TA team.

AAP/EEO STATEMENT

C&W provides equal employment opportunity to all individuals regardless of their race, color, creed, religion, gender, age, sexual orientation, national origin, disability, veteran status, or any other characteristic protected by state, federal, or local law. Further, the company takes affirmative action to ensure that applicants are employed and employees during employment are treated without regard to any of these characteristics. Discrimination of any type will not be tolerated.

OTHER DUTIES

This job description is not designed to cover or contain a comprehensive list of activities, duties or responsibilities that are required of the employee. Other duties, responsibilities and activities may change or be assigned at any time with or without notice.

Cushman & Wakefield also provides eligible employees with an opportunity to enroll in a variety of benefit programs, generally including health, vision, and dental insurance, flexible spending accounts, health savings accounts, retirement savings plans, life, and disability insurance programs, and paid and unpaid time away from work. In addition to a comprehensive benefits package, Cushman and Wakefield provide eligible employees with competitive pay, which may vary depending on eligibility factors such as geographic location, date of hire, total hours worked, job type, business line, and applicability of collective bargaining agreements.

The compensation that will be offered to the successful candidate will depend on factors such as whether the position is covered by a collective bargaining agreement, the geographic area in which the work will be performed, market pay rates in that area, and the candidate’s experience and qualifications.

The company will not pay less than minimum wage for this role.

The compensation for the position is: $ 149,685.00 - $176,100.00

C&W Services is an Equal Opportunity employer to all protected groups, including protected veterans and individuals with disabilities. Discrimination of any type will not be tolerated.

In compliance with the Americans with Disabilities Act Amendments Act (ADAAA), if you have a disability and would like to request an accommodation in order to apply for a position at C&W Services, please call the ADA line at View phone number on click.appcast.io or email View email address on click.appcast.io. Please refer to the job title and job location when you contact us.

INCO: “C&W Services”