Talent Acquisition & Employer Branding Manager Full Time

The Talent Acquisition & Employer Branding Manager will design and execute strategic recruiting and employer‑brand programs that deliver outstanding candidate experiences, reduce time‑to‑hire, and build a strong pipeline of high‑quality talent across technical, commercial, and corporate functions. This role combines hands‑on recruiting, employer‑brand storytelling, workforce planning support, and data‑driven process improvement.

Key Responsibilities

Talent Acquisition (60%)

• Lead full‑cycle recruitment for all roles and high-volume hiring when required: sourcing, screening, interviewing, offer negotiation, and onboarding coordination.
• Build and manage talent pipelines for critical roles (engineering, operations, sales, product, tech, customer support, etc.) using proactive sourcing strategies and talent pools.
• Partner with hiring managers to define role profiles, success criteria, and interview scorecards; deliver training on effective interviewing and bias‑free hiring.
• Source candidates through multiple channels: LinkedIn, job boards, industry communities, alumni networks, referrals, headhunting, recruitment agencies, and events.
• Manage end‑to‑end candidate experience: timely communication, interview scheduling, feedback collection, and offer management to ensure high acceptance rates.
• Maintain accurate hiring metrics and candidate records in the Applicant Tracking System (ATS); ensure compliance with employment and data protection laws.

Employer Branding & Candidate Marketing (30%)

• Develop and own the employer branding strategy and calendar to position YourParts as an employer of choice for target talent segments.
• Create engaging employer‑brand content: employee stories, day‑in‑the‑life videos, role spotlights, culture articles, social media posts, and careers site copy.
• Manage the careers site and company pages on LinkedIn, Glassdoor, and other relevant platforms; monitor and respond to reviews and candidate feedback.
• Plan and run campus recruitment, hackathons, meetups, industry events, and virtual hiring campaigns to raise awareness and source talent.
• Collaborate with Marketing/Communications to align external employer messaging with corporate brand, campaigns, and product launches.
• Track employer‑brand metrics (awareness, site visits, application conversion, candidate NPS) and iterate on content and campaigns.

Strategy, Analytics & Continuous Improvement (10%)

• Use hiring data and market insights to develop workforce plans, hiring forecasts, and competitive compensation benchmarking.
• Set KPIs (time‑to‑fill, quality of hire, source effectiveness, offer acceptance rate, cost‑per‑hire) and deliver regular reporting to leadership.
• Optimize recruiting processes and candidate workflows to improve efficiency and candidate experience; implement best practices and tools (ATS, sourcing tools, candidate assessment platforms).
• Mentor and upskill junior recruiters and hiring teams as required.

Job Requirements

• Bachelor’s degree in Human Resources, Business Administration, Communications, or related field. Master’s degree or relevant HR certifications (e.g., CIPD, SHRM‑CP/SCP) a plus.
• 5+ years of progressive recruiting experience, with 2+ years leading employer branding and talent attraction programs. Experience in the automotive, e‑commerce, logistics, technology, or related sectors preferred.
• Proven success in full‑cycle recruitment for technical and commercial roles, with strong sourcing and networking skills.
• Solid experience managing employer branding programs, content creation, digital recruitment marketing, and event execution.
• Strong stakeholder management skills — able to partner credibly with hiring managers and senior leaders.
• Data‑driven mindset: comfortable using recruiting metrics and analytics to guide decision‑making.
• Excellent written and verbal communication skills; strong storytelling and social media savvy.
• High attention to detail, strong organizational skills, and ability to manage multiple priorities in a fast‑paced environment.

Personal Attributes

• Proactive, results‑oriented, and resourceful.
• Empathetic and candidate‑centric with a strong commitment to fair and inclusive hiring.
• Creative thinker who can translate employer value into compelling content and campaigns.
• Comfortable working in ambiguity and scaling processes in a growing organization.