Director of Talent Acquisition

Anonymous Company Profile; Alpharetta (GA); Hybrid; USD 158,000 - 193,000; Full time

Benefits offered by this job

KPI bonus program

Job summary

Anonymous Company Profile is seeking a Director of Talent Acquisition in Alpharetta, GA. This hybrid leadership role oversees the agent hiring engine, from strategy and branding to systems, data, and retention outcomes.

You will own the ATS, CRM integrations, budgets, and a high‑performing TA team. You will partner with Sales leadership to align hiring with growth targets, build a robust recruiting dashboard, and drive cost‑effective campaigns across channels.

Qualifications

• 7+ years in talent acquisition or recruiting operations.
• 3+ years in people leadership.
• Experience owning budgets and measuring cost per hire / ROI.
• Hands-on ATS administration with workflows and integrations.

Responsibilities

• Own talent acquisition strategy and employer branding in collaboration with Marketing.
• Drive candidate acquisition across channels and optimize funnel metrics.
• Manage recruiting budget, forecast hiring needs, report cost per hire and ROI.

Skills

Leadership

Budget management

ATS administration

CRM integrations

Digital sourcing

Tools

ATS

CRM software

Onboarding platforms

Job description

Director of Talent Acquisition | Alpharetta, GA (Hybrid) | Up to $175K + Highly Lucrative KPI Bonus

A fast-growing national Real Estate Firm is looking for a recruiting leader to build and scale its agent hiring machine. Agent growth is the core of the business, and this leader will have full ownership of it, from the strategy and brand that bring candidates in, to the systems and data that move them through, to the retention results that prove it's working. This is a hands‑on executive seat with a team in place, real budget authority, and direct visibility with senior sales leadership.

What You'll Own

• Strategy & Employer Brand: Partner with Marketing to shape a consistent employer brand and a talent strategy that draws in strong candidates across the organization
• Candidate Acquisition: Drive results across organic, referral, and paid sourcing channels, with accountability for volume, conversion, and funnel efficiency
• Budget & Forecasting: Manage the recruiting budget, forecast hiring needs, and report cost per hire and ROI to leadership
• Recruiting Technology: Own the ATS from top to bottom, including workflows, automation, data quality, reporting, and integrations with CRM and onboarding platforms
• Analytics: Build and maintain a recruiting dashboard that tracks lead cost, candidate conversion, stage velocity, time to hire, starts vs. plan, and retention by cohort
• Team Leadership: Lead and develop the TA Manager, recruiters, and onboarding team, with clear expectations and accountability for performance
• Retention: Partner with sales leadership to tie hiring quality, onboarding, and ramp‑up programs to early and long‑term agent retention

Where You'll Make an Impact

• Consistently hitting or exceeding agent growth and monthly start targets
• Improving candidate conversion and moving people through the pipeline faster
• Lowering acquisition costs by shifting spend toward the channels that perform best
• Creating one trusted recruiting dashboard that drives weekly conversations with sales leadership
• Rebuilding ATS workflows and integrations so every candidate gets followed up on
• Bringing campaigns fully in‑house and improving new‑agent retention

What You Bring

• 7+ years in talent acquisition, recruitment marketing, or high‑volume recruiting operations, with 3+ years of people leadership
• Track record of owning a recruiting or marketing budget and being measured on cost per hire, acquisition cost, or P&L results
• Hands‑on ATS administration experience (workflows, automations, reporting) and comfort working with API integrations
• Digital recruiting campaign experience, including paid social, programmatic job advertising, and funnel analytics
• Background recruiting commission‑based or 1099 sales talent (real estate, insurance, financial services, or staffing) strongly preferred
• A builder who is comfortable creating strategy, systems, and reporting from the ground up in a fast‑paced sales environment
• Base salary up to $175 K
• Highly competitive bonus structure tied to KPIs, including growth, cost per hire, and retention