Senior Manager, Recruiting

Job Description

Job Description

Senior Manager, Recruiting

Location: In Person | NYC
Schedule: Monday - Friday | 9am - 6pm

Compensation: $70,000 - $85,000

About the Role

At Alts, we're redefining the tailoring industry through exceptional craftsmanship, elevated client experiences, and an unwavering commitment to our people.

We believe exceptional teams are built through exceptional hiring. As we continue to grow across New York, New Jersey, Connecticut, and beyond, we're looking for a Senior Manager, Recruiting to lead our talent acquisition strategy and help us attract, hire, and retain the people who will shape the future of Alts.

This role is responsible for leading recruiting across Tailoring, Studio Operations, and Central Office while managing and developing our recruiting team. You'll partner closely with leaders across the business to understand workforce needs, develop proactive recruiting strategies, and build scalable talent pipelines that support both current hiring and long-term growth.

Approximately 65% of your focus will be dedicated to recruiting highly skilled tailoring talent—including Production Tailors, Fitter Tailors, Master Tailors, Bridal Specialists, and Tailoring leadership. These roles require creative sourcing, relationship building, and innovative recruiting strategies, as the strongest candidates are often not actively looking for new opportunities.

The remaining 35% of the role will support recruiting across Studio Operations and Central Office functions while leading the recruiting team's strategy, processes, analytics, and performance.

This is a true player-coach role. You'll lead the recruiting function while remaining actively involved in sourcing, interviewing, and closing candidates for our most critical and difficult-to-fill positions.

Our Values: S.C.O.R.E.

At Alts, our values aren't words on a wall—they guide how we hire, lead, and grow our teams.

As the Senior Manager, Recruiting, you'll help bring these values to life by ensuring every hiring decision reflects the people and culture we're building.

S.C.O.R.E.Solve with Skill & Creativity | You approach recruiting challenges with resourcefulness, curiosity, and innovative sourcing strategies.Craft with Care | You understand that every candidate interaction represents the Alts brand and deserves professionalism, preparation, and attention to detail.Own the Outcome | You take accountability for hiring results, continuously improving recruiting strategies while delivering exceptional talent.Respect What Matters | You build trust through honesty, empathy, transparency, and meaningful relationships with candidates, hiring managers, and teammates.Elevate Every Experience | You create an exceptional candidate experience that reflects the hospitality and professionalism Alts is known for.What You'll DoTailoring Talent Acquisition

• Lead recruiting for Alts' most critical and difficult-to-fill tailoring positions.
• Develop innovative sourcing strategies for:
  • Production Tailors
  • Fitter Tailors
  • Master Tailors
  • Bridal Specialists
  • Tailoring Apprentices
  • Tailor Shop Managers
  • Senior Tailors
• Build long-term relationships with tailoring professionals before positions become available.
• Develop strategic partnerships with:
  • Trade schools
  • Fashion and sewing programs
  • Tailoring associations
  • Bridal communities
  • Dry cleaners
  • Luxury retailers
  • Garment district businesses
  • Community organizations
  • Industry events
• Utilize creative sourcing methods including networking, referrals, social media, industry groups, community outreach, and direct headhunting.
• Continuously evaluate new sourcing channels and recruiting strategies to strengthen the tailoring talent pipeline.

Studio Operations & Central Office Recruiting

• Lead full-cycle recruiting for Studio Operations and Corporate roles, including:
  • Studio Experience Associates
  • Studio Experience Coordinators
  • Studio Managers
  • Studio Area Managers
  • Tailor Shop Managers
  • Client Experience
  • Human Resources
  • Learning & Development
  • Marketing
  • Finance
  • Operations
  • Technology
  • Executive Support
• Partner closely with hiring managers to understand business needs, define hiring profiles, and deliver exceptional candidates.
• Maintain a consistent, engaging, and professional candidate experience from initial outreach through onboarding.

Recruiting Strategy & Workforce Planning

• Develop recruiting strategies that support Alts' continued growth.
• Build proactive talent pipelines for recurring and high-priority positions.
• Partner with leadership on workforce planning, hiring forecasts, succession planning, and expansion initiatives.
• Research market trends, compensation, talent availability, and competitor hiring activity.
• Identify recruiting challenges early and proactively develop solutions.
• Continuously improve recruiting processes, workflows, interview structure, and candidate communication.

Recruiting Team Leadership

• Lead, coach, and develop the Recruiting team.
• Set clear goals, priorities, and performance expectations.
• Provide coaching on:
  • Candidate sourcing
  • Headhunting
  • Candidate experience
  • Interviewing
  • Hiring manager partnerships
  • Offer negotiations
  • Recruiting best practices
• Lead by example through hands-on recruiting and active participation in priority searches.
• Build a collaborative, high-performing recruiting culture centered on accountability, creativity, urgency, and continuous improvement.

Onboarding & New Hire Success

Recruiting doesn't end when an offer is accepted. You'll partner closely with Human Resources, Learning & Development, and Operations to ensure every new hire has a welcoming, organized, and successful start at Alts.

You'll help create a seamless transition from candidate to team member while continuously improving the early employee experience.

• Partner with Human Resources, Learning & Development, and Operations to ensure a consistent and exceptional onboarding experience across all locations.
• Collaborate on onboarding programs that prepare new hires for long-term success and reflect Alts' culture and values.
• Monitor new hire progress during the first 30, 60, and 90 days, identifying opportunities to improve retention and early performance.
• Gather feedback from new hires and hiring managers to continuously improve the onboarding experience.
• Partner with leadership to ensure new hires have the tools, training, and support needed to thrive from day one.
• Track onboarding and early retention metrics, using data to strengthen hiring quality and improve long-term employee success.
• Ensure the candidate experience extends seamlessly through the first day, first week, and beyond, creating a positive and lasting first impression of Alts.

Employer Branding & Community Engagement

• Strengthen Alts' employer brand across all recruiting channels.
• Partner with Marketing and Human Resources to create compelling recruiting campaigns and hiring content.
• Represent Alts at:
  • Career fairs
  • Industry networking events
  • Trade schools
  • Community organizations
  • Professional associations
• Develop referral programs and community partnerships that strengthen long-term recruiting success.
• Promote Alts as an employer of choice for tailoring professionals and operational leaders.

Recruiting Analytics & Continuous Improvement

• Track and analyze recruiting performance using key metrics, including:
  • Time-to-fill
  • Time-to-hire
  • Quality of hire
  • Offer acceptance rate
  • Source effectiveness
  • Pipeline health
  • Candidate conversion
  • Hiring manager satisfaction
  • New hire retention
• Use recruiting data to identify trends, improve efficiency, and support business decisions.
• Provide regular recruiting updates and strategic recommendations to leadership.

What Success Looks Like

You'll help drive measurable improvements in:

Recruiting Performance

• Time-to-fill
• Quality of hire
• Offer acceptance rate
• Candidate experience
• Hiring manager satisfaction
• New hire retention
• Recruiting team performance

Talent Pipeline

• Tailoring talent pipeline strength
• Passive candidate engagement
• Referral participation
• Community partnerships
• Expansion market readiness

Organizational Growth

• Hiring plan execution
• Workforce planning
• Recruiting process improvements
• Employer brand awareness
• Recruiting scalability

What We're Looking ForRequired Qualifications

• 7+ years of full-cycle recruiting experience.
• 2+ years of recruiting leadership, team lead, or strategic recruiting experience.
• Demonstrated success recruiting difficult-to-fill or highly specialized roles.
• Exceptional sourcing, networking, and headhunting skills.
• Experience developing recruiting strategies rather than relying solely on inbound applicants.
• Strong interviewing, relationship-building, and influencing skills.
• Experience coaching or developing recruiters.
• Strong organizational and project management skills.
• Experience using ATS, CRM, LinkedIn Recruiter, and recruiting analytics tools.
• Ability to balance strategic planning with hands-on execution.

Preferred Qualifications

• Experience recruiting within tailoring, fashion, luxury retail, manufacturing, hospitality, skilled trades, or craftsmanship-driven industries.
• Experience building recruiting partnerships with trade schools, vocational programs, or industry organizations.
• Experience supporting multi-location organizations.
• Experience recruiting both operational and corporate positions.

Who You Are

A Talent Hunter | You thrive on finding exceptional people others can't. You enjoy the challenge of difficult searches and