Senior Talent Acquisition Specialist

HydroJug, Inc. · Human Resources · Ogden, Utah (in office) Reports to: Director of Human Resources About the Role HydroJug is growing fast, and every open seat is a place we are either getting better or falling behind. This role finds and closes the people who make us better. The Senior Talent Acquisition Partner runs hiring from start to finish across every team and level. They go after strong people who are not looking, and they make sure every person we hire lives our core values. Success is measured in hires: how fast they join, how good they are, and whether they stay. Responsibilities Run full-cycle recruiting for every team and level, from entry-level roles through director and executive hires. Source strong candidates directly, especially people who are not looking, rather than waiting on applicants. Screen every candidate against our core values and the role's scorecard, and keep the bar the same when hiring speeds up. Partner with hiring managers to set clear must-haves, run tight interview loops and decide quickly. Close offers: understand what each candidate needs, keep them engaged and bring the offer home. Track and report time to fill, offer acceptance and how new hires perform, and use the numbers to fix what is slow. Success Criteria Twelve months: Average time to fill is 30 days or less for staff roles and 45 days or less for director roles and above. Offer acceptance is 85% or higher. 90% or more of hires are still here and rated as meeting or beating the bar at 90 days. At least half of hires come from direct sourcing or referrals rather than inbound applicants. Every open role runs on the standard interview process, with culture scored at every stage. 30 days: Every open role reviewed with its hiring manager, with must-haves and a scorecard agreed. A sourcing plan and a first slate of candidates for the highest-priority roles. 90 days: Three qualified candidates in front of the hiring manager within 10 business days of a role opening. Time to fill and offer acceptance reported monthly. 180 days: Time to fill on track for the twelve-month target. A referral program and a bench of strong people for the roles we hire most often. Qualifications Required 5 to 8 years in full-cycle talent acquisition, including time at a company that grew very fast and was known for hiring great people. A record of filling roles quickly with strong hires, backed by their own time-to-fill, offer-acceptance and hire-quality numbers. Has sourced and closed passive candidates directly, without relying on agencies or inbound applicants. Has run structured interviews that screen for culture and values, not only skills. Has recruited senior and director-level roles, working directly with executives as hiring managers. Preferred Consumer products, e-commerce or retail brand recruiting A strong network in the Utah talent market Has built a referral program or employer brand content Comfortable building reports from recruiting data Reporting & Organization Reports to the Director of Human Resources on the Human Resources team. No direct reports. Tools: our in-house applicant tracking system, LinkedIn Recruiter. Cross-functional partners: every hiring manager, the Chief Executive Officer, the Payroll & Benefits Coordinator for new-hire setup. Decisions this role owns: sourcing approach and outreach for every role; which candidates advance past the phone screen, against the scorecard; interview scheduling and loop logistics. About HydroJug HydroJug, Inc. is a consumer brand based in Ogden, Utah. We design and sell premium hydration and lifestyle products direct to consumers and through major retail. Our core values are Customer Centricity, Hard Work, Resourcefulness, Pride in Craft and Teamwork. We hire for them, and we hold each other to them. #J-18808-Ljbffr HydroJug