Talent Acquisition Manager

Position Summary

We are hiring a Recruiting Manager to lead Talent Acquisition and build a recruiting team that can support significant workforce growth across manufacturing, engineering, operations, technical, and leadership roles.
Recruiting at BPP is a direct driver of business growth, not a support function. You will own recruiting strategy, recruiting operations, ATS workflows and analytics, employer branding, and pipeline development, and you will lead a team of three recruiters. You will also help build the repeatable systems that let us scale from roughly 150 employees today toward 600 plus over the next several years.
This is a player-coach role. Depending on team capacity and requisition load, you will carry full-cycle recruiting on select key and hard-to-fill roles yourself, particularly leadership, engineering, and specialized technical searches. We want a leader who is still willing to run a search end to end when the business needs it. You will report to the Director of HR & Talent and work daily with hiring managers across every function.

What You Will Do

Lead the recruiting team

• Coach, develop, and mentor a team of three recruiters
• Set recruiting priorities, workload distribution, and performance expectations
• Run regular pipeline reviews, requisition reviews, and recruiting strategy sessions
• Build a team culture centered on urgency, quality, accountability, and candidate experience

Own recruiting strategy and workforce planning support

• Partner with leadership on hiring needs, workforce plans, skill gaps, and growth requirements
• Develop recruiting strategies for manufacturing, skilled trades, engineering, operations, leadership, and corporate roles
• Bring talent market insight and compensation feedback to hiring decisions
• Identify recruiting risk early and solve for it before it stalls the business

Run full-cycle recruiting operations

• Oversee recruiting from requisition intake through offer acceptance and onboarding handoff
• Establish consistent practices for sourcing, screening, interviewing, evaluation, and offers
• Hold hiring managers to clear requirements, timely feedback, and strong candidate communication
• Carry a personal requisition load on key, executive, and hard-to-fill searches as team capacity requires
• Partner with HR Operations for clean transitions from accepted offer to Day One

Own recruiting technology and analytics

• Serve as business owner for the ATS, recruiting workflows, dashboards, and reporting
• Track and report on time-to-fill, time-to-start, offer acceptance rate, source effectiveness, pipeline health, hiring manager responsiveness, and recruiter productivity
• Build recruiting reporting that supports workforce planning and executive decision-making
• Use the data to remove recurring bottlenecks

Build talent pipelines

• Develop relationships with universities, trade schools, workforce development organizations, and community partners
• Own internship and early-career recruiting, including career fairs, outreach, and conversion of top interns to full-time
• Build proactive pipelines for critical and recurring roles
• Support employer branding that grows awareness of BPP as an employer of choice
• Manage agency and vendor relationships as needed

Partner with hiring managers

• Act as a trusted advisor on recruiting strategy, candidate assessment, and hiring decisions
• Train managers on interview best practices, structured evaluation, and selection
• Run effective intake meetings and set realistic hiring timelines grounded in labor market reality

Required Qualifications

• Bachelor's degree in Human Resources, Business Administration, Organizational Leadership, or a related field, or equivalent experience
• 7 or more years of progressive recruiting experience
• 3 or more years leading or managing a recruiting team
• Experience recruiting for manufacturing, operations, engineering, skilled trades, technical, or high-volume roles
• Experience building recruiting processes, workflows, metrics, and reporting
• Hands-on experience with applicant tracking systems and sourcing platforms
• Strong sourcing, candidate engagement, and talent attraction skills
• Ability to influence hiring managers and senior leaders
• Comfort with a fast-paced, changing, high-growth environment

Desired Qualifications

• Manufacturing, electrical, industrial, construction, or technical recruiting experience
• Recruiting leadership experience in a high-growth company
• Experience building or maturing an internal recruiting function
• ATS optimization, or administration experience
• Experience building internship, apprenticeship, university recruiting, or workforce development programs
• Experience building recruiting dashboards or executive-level hiring reporting

A Note on the Role

This is a build-and-scale role. Some processes are still being developed and priorities shift as we grow. Success here takes strong judgment, collaboration, ownership, and a bias toward improving things.
Every role on this team is expected to scale as the company does. As headcount grows, so do the teams, the scope, and the leadership opportunities. If you want to look back in a few years at an HR organization you helped build rather than one you inherited, this is that opportunity.

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