Talent Acquisition Manager

Job Description

Job Description

Description:

Collision Partners Group (“CP”) is building a premier, quality-first collision-repair platform by partnering with best-in-class independent operators who share an uncompromising commitment to safety, craftsmanship, and people. We operate under a “Local at Scale” philosophy: preserving the legacy, reputation, and culture of exceptional local businesses while providing the standards, infrastructure, and support required to deliver consistently excellent repairs. At CP, quality is not a differentiator – it is the requirement.

Successful team members at Collision Partners are owner-minded, disciplined, and accountable, with high standards for quality and preparation. We value clear communication, low-ego collaboration, and doing things the right way – even when it’s harder. 

Company Mission 

CP’s mission is to deliver the industry’s safest, highest-quality repairs by following OEM procedures without compromise. We will be the industry’s most desired employer and the most trusted collision-repair partner to customers, OEMs, and dealerships.

Position Summary

We’re seeking a Talent Acquisition Manager to lead Collision Partners’ recruiting function. This is a high-ownership role for someone who can operate as both a strategic leader and a hands-on recruiter. Initially, you will be an individual contributor, personally responsible for sourcing, screening, interviewing, and closing candidates across corporate and shop-level roles, while also building the processes, pipelines, tools, and sourcing strategies that will allow our recruiting capabilities to scale. You will serve as the primary recruiting partner to hiring managers at all levels, including executives, translating business needs and growth plans into effective talent strategies. As Collision Partners grows, we expect the recruiting function to expand, with the opportunity for this person to grow into leading a larger function.

The mission of this role is to build and lead a talent acquisition function that helps Collision Partners become the best employer in the collision repair industry. This leader will combine strategic ownership with hands-on execution—personally driving critical hires today while building the processes, pipelines, tools, employer brand, and team needed to support our growth. Success means consistently attracting and hiring exceptional people, creating a differentiated candidate experience, becoming a trusted partner to leaders across the business, and building a scalable recruiting engine that makes Collision Partners a place where the best people in the industry want to work.

Pay : $85,00.00-$150,000.00 a year

Location: Raleigh, NC area or open to remote 

Benefits include 401(k) with matching, health/dental/vision/life insurance, LTD, STD, paid time off, and seven paid holidays.

• Own the full recruiting lifecycle hands-on, including intake, sourcing, screening, interview coordination, offer negotiation, and closing, for corporate and shop-level roles.

• Partner with hiring managers to define role requirements, set hiring plans, and establish interview criteria and scorecards.

• Source active and passive candidates through job boards, LinkedIn Recruiter, referrals, and other creative sourcing channels.

• Screen resumes and conduct phone/video interviews to assess qualifications, motivation, and cultural fit.

• Proactively build and maintain candidate pools and talent pipelines for recurring and hard-to-fill roles, rather than starting from scratch with every requisition.

• Build out and continuously refine repeatable recruiting processes, templates, workflows, and playbooks as the team and company scale.

• Own our job-posting and sourcing strategy to determine where and how roles are promoted across job boards, social channels, and employer branding campaigns.

• Partner with Marketing and local leaders to build our employer brand, including recruiting content, employee stories, social media campaigns, job advertisements, and other creative ways to showcase what makes Collision Partners a great place to work.

• Maintain accurate and up-to-date candidate records in the applicant tracking system, including pipeline status and interview notes.

• Provide a consistent, positive candidate experience and act as a strong brand ambassador for Collision Partners.

• Track and report on recruiting metrics (time-to-fill, source of hire, pipeline conversion) and use data to improve process efficiency.

• Ensure compliance with applicable employment laws and company hiring policies throughout the recruiting process.

• Eventually own the recruiting budget and vendor partnerships that support recruiting.

• Coach, develop and set goals for the recruiting team.

• 8+ years of hands-on, full-cycle recruiting experience 

• Track record of staying close to the day-to-day work of recruiting, not just overseeing it, and genuinely enjoys being hands-on with sourcing, screening, and closing candidates.

• Experience building recruiting processes, candidate pipelines, or sourcing strategies from the ground up, rather than only working within an existing system.

• Proven ability to manage multiple requisitions simultaneously in a fast-paced environment.

• Hands-on experience with tracking systems such as ADP, Paylocity, or similar, and sourcing tools such as LinkedIn Recruiter.

• Strong interviewing, assessment, and candidate-screening skills.

• Excellent communication, both written and verbal, and relationship-building skills, with the ability to influence and partner with hiring managers at all levels.

• Acts as a strategic and commercially focused recruiting partner, using data to influence and drive hiring solution

• Solid organizational skills and attention to detail, with the ability to manage competing priorities and deadlines.

• Curious mindset.

• Highly organized, detail-oriented and responsive.

• Working knowledge of employment law and hiring compliance best practices.

• Bachelor’s degree in Human Resources, Business, or a related field, or equivalent practical experience.

• Experience recruiting for the automotive, collision repair, or broader field-services industry ideal.

• PHR, SHRM-CP, or other HR/recruiting certification, preferred.