Director Talent Acquisition

Position Summary

Narrow Security is building out a dedicated Talent Acquisition function within Human Resources, and the Director of Talent Acquisition will lead this effort. This role is responsible for designing, launching, and owning the full-cycle recruitment strategy for a workforce spanning approximately 18 districts across 15+ states, with a focus on high-volume field staffing (Security Officers, & Fire Watch Personnel) as well as corporate and administrative hiring. The Director will manage and mentor the Talent Acquisition Coordinator, establish recruitment processes and standards, and serve as the primary point of contact between HR leadership and hiring managers across all districts.

Key Responsibilities

• Build and lead the Talent Acquisition sub-department, including establishing workflows, tools, and standards for full-cycle recruitment across all districts.
• Own the end-to-end recruitment strategy for hourly field roles (Security Officers, Firewatch Personnel, Field Supervisors) and corporate/administrative positions.
• Conduct a high volume of candidate interviews on a weekly basis while maintaining a consistent, professional, and effective interview process.
• Evaluate candidates effectively and efficiently to identify top talent in a fast-paced, high-volume recruiting environment.
• Partner with District Operations Managers (DOMs), Central Operations Managers (COMs), and senior leadership to forecast staffing needs by district and client account.
• Manage, coach, and delegate day-to-day tasks to the Talent Acquisition Coordinator, including job postings, pre-screening, and scheduling interviews.
• Design and continuously improve the candidate pipeline: sourcing strategy, job board and ad management, screening criteria, interview process, and offer management.
• Own employer branding and outreach efforts to strengthen Narrow Security's presence in the security services labor market.
• A key stakeholder in the project to integrate our recruitment, applicant tracking and scheduling systems to maximize automation
• Track and report recruitment metrics (time-to-fill, source of hire, interview-to-post, offer acceptance rate, turnover-linked hiring needs) to HR and operations leadership.
• Ensure recruitment practices comply with applicable state and local employment laws across Narrow Security's multi-state footprint.
• Partner with the HR Manager and Director of Administration on onboarding handoff, new hire experience, and retention initiatives.
• Support workforce planning for new client contracts and district expansions, including rapid-scale hiring plans.

Qualifications

Required

• Bachelor's degree in Human Resources, Business Administration, or related field, or equivalent professional experience.
• 3+ years of full-cycle recruitment experience; experience in high-volume, multi-location, or hourly-workforce recruiting strongly preferred.
• Demonstrated experience building or scaling a recruitment function, process, or team.
• Significant direct, hands-on experience conducting a high volume of candidate interviews is required.
• Strong interviewing, candidate assessment, and decision-making skills, with the ability to quickly identify qualified candidates and overall fit.
• Must be comfortable personally conducting interviews on a daily basis; this is not solely a recruiting leadership or oversight position.
• Strong working knowledge of applicant tracking systems, job boards, and recruitment/HRIS platforms.
• Excellent communication, organizational, and stakeholder-management skills.
• Ability to manage competing priorities across a large, geographically distributed organization.

Preferred

• Prior experience recruiting for the security services, staffing, or facilities services industries.
• Familiarity with multi-state employment compliance considerations.
• Experience managing or mentoring a direct report.

Salary: $126,000 annually

Schedule: Monday to Friday 9AM-6PM

Narrow Security is an equal opportunity employer. Employment decisions are based on qualifications, business needs, and merit, and are made without regard to any status protected by applicable federal, state, or local law.