VP of Talent Acquisition

HQ, 1637 East 2nd Street, Austin, TX 78702, USA Position Overview Vice President of Talent Acquisition to build and lead a world‑class recruiting function that fuels aggressive gym expansion (20+ new locations annually). This strategic executive will create a scalable talent engine to consistently attract and secure A‑player leadership—especially Managing Partners and gym leaders—while driving culture, performance, and an elite employer brand across multiple states. What You’ll Do Architect and execute a multi‑year talent acquisition strategy aligned with rapid growth, including workforce planning 12–36 months ahead of openings. Build scalable recruiting infrastructure to support high‑volume leadership hiring across multiple markets. Lead targeted sourcing and attraction strategies (analytics, employer branding, talent communities, AI tools, industry networks) for Managing Partners and field leaders. Partner with Operations executives to define success profiles and maintain a proactive leadership bench. Design structured selection processes with assessments, Topgrading interviews, and exceptional candidate experience. Lead, develop, and set performance metrics for the Talent Acquisition team. Provide executive leadership with data‑driven insights on talent markets, trends, and recruiting ROI. What Success Looks Like Build, lead and mentor talent acquisition team for growth. Talent team has consistent hiring of A‑player Managing Partners and gym leaders who drive culture, retention, and performance. Scalable recruiting supports 20+ gym openings annually with fast time‑to‑fill and high offer acceptance rates. Strong leadership bench ready 12–36 months ahead of expansion needs. Talent acquisition team hits efficiency targets (cost per hire, conversion rates, ROI dashboards). Company positioned as employer of choice in fitness/hospitality talent markets. 90%+ retention of key leadership hires at 12 months. About You You’re a high‑energy recruiting executive with 10+ years building talent functions in high‑growth, multi‑unit environments. You combine strategic vision with operational discipline, excelling at sourcing A‑player operational leaders from fitness, hospitality, retail, or restaurants. Data‑driven and execution‑focused, you build scalable processes, leverage analytics/AI tools, and create exceptional candidate experiences. You thrive partnering with C‑suite Operations leaders, spending time in clubs to understand field needs, and fostering urgency, ownership, and excellence in your team. Responsibilities Develop and execute a multi‑year talent acquisition strategy aligned with the company’s rapid expansion plans. Build a scalable recruiting infrastructure capable of supporting 20+ new gym openings annually across multiple markets. Establish a proactive leadership pipeline strategy focused on attracting high‑caliber Managing Partners and other gym leaders. Partner with executive leadership to forecast talent needs tied to growth, market expansion, and organizational scaling. Drive the workforce planning process to anticipate leadership needs 12–36 months ahead of gym openings. A‑Player Leadership Recruiting Lead the strategy for identifying and securing “A” leaders with multi‑unit and high‑volume operational experience. Partner closely with Operations leadership to define success profiles for Managing Partners and field leaders. Build targeted sourcing strategies for leadership talent from industries such as fitness, hospitality, restaurants, retail, and multi‑unit operations. Develop and manage a leadership bench strategy to ensure ready talent for new gym openings. Leverage recruiting strategies to consistently attract high‑performing talent. These include: Data‑driven recruiting analytics (time to fill, cost per hire, conversion rates, etc.). Create dashboards/reporting to track recruitment ROI, budget efficiencies, etc. Employment branding and reputation building. Targeted leadership sourcing. Talent communities and pipeline building. Industry networking and executive search techniques. Strategic use of technology, AI sourcing tools, and recruiting platform. Competitive talent intelligence and market mapping. Drive the company’s reputation as an employer of choice for high‑performing talent. Recruiting Infrastructure & Process Excellence Build scalable recruiting processes capable of supporting high‑volume leadership hiring across multiple states, in multiple markets. Design structured selection processes focused on identifying “A” players who align with the company’s culture and performance expectations. Implement rigorous candidate evaluation tools including a structured interview process, leadership assessments, culture alignment evaluation, and Topgrading interviews. Ensure an exceptional candidate experience from first contact through onboarding. Lead the Talent Acquisition team. Support and develop them to ensure they have the tools, guidance and partnerships necessary to deliver top results. Develop recruiting capabilities across sourcing, employer branding, and candidate engagement. Develop and set performance metrics and accountability standards for the recruiting team to understand what good and excellent look like. Foster a culture of urgency, ownership, and excellence in hiring outcomes. Partnership with Operations & Executive Leadership Act as a strategic advisor to Operations and Executive leaders on leadership talent strategy. Spend time in the club with Field leadership to get a direct understanding of what the roles entail and what success looks like to better understand the ideal candidate qualifications and culture fit. Partner with People Operations, Learning & Development, and Field Leadership to ensure alignment between hiring, onboarding, and leadership development. Provide executive leadership with data‑driven insights on talent markets, hiring trends, and recruiting performance. Required Qualifications Bachelor’s degree (BS) in Human Resources, Business Administration or related field required. 10+ years progressive Talent Acquisition leadership experience. Proven success building recruiting strategies in high‑growth, multi‑unit organizations. Experience recruiting operational leaders across multiple markets/states. Strategic thinking with strong execution and data‑driven decision‑making. Deep relationship‑building with senior Operations executives. Preferred Qualifications SHRM and/or SPHR. Background in fitness, hospitality, restaurants, retail, or franchised businesses. Experience with systems implementations (ATS, CRM, AI sourcing tools). Strong employer branding and talent marketing expertise. Travel Regular travel required (30–50%) to meet field leadership, visit clubs/locations, attend industry events, and build talent networks across expansion markets. Benefits Paid Holidays Subsidized health insurance coverage (health, dental, vision) for full time positions Employer Paid Basic Life and AD&DD HSA Voluntary Supplemental Life Insurance for employee, child, and spouse Free gym membership UDT is an Equal Opportunity Employer, a drug‑free workplace, and complies with ADA regulations as applicable. UDT provides equal employment opportunities to all employees and employment applicants and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training. Please note that Crunch Fitness - Undefeated Tribe does not offer visa sponsorship or support visa transfers for this position. Applicants must be authorized to work in the United States without the need for current or future visa sponsorship. #J-18808-Ljbffr Epiccrunchjobs