Director, Talent Acquisition

Exo; Magnolia (TX); On-site; USD 180,000 - 240,000; Full time

Job summary

Exo seeks a Director of Talent Acquisition to craft and drive the company’s overall TA strategy, workforce planning, and recruiting operations. You will lead a team, partner with executives, and ensure scalable processes across all levels from hourly to executive.

The role combines strategic leadership with hands-on recruiting, building strong talent pipelines, managing an ATS, and maintaining compliance with OFCCP requirements. A fast-paced, growth-oriented environment awaits.

Responsibilities

• Develop and lead talent acquisition strategy aligned with business goals.
• Provide strategic leadership for the recruiting organization and scalable processes.
• Oversee ATS, OFCCP compliance, and affirmative action initiatives.
• Direct the Talent Acquisition team and coach talent recruiters.
• Partner with executives to identify workforce needs and hiring priorities.
• Establish KPIs, SLAs, and performance standards for recruiting.
• Develop proactive talent pipelines and strategic sourcing programs.
• Own full-cycle recruiting across all levels of the organization.
• Balance strategic oversight with hands-on recruiting for high-impact roles.
• Collaborate with hiring managers to define role requirements and compensation expectations.
• Ensure a consistent, high-quality candidate experience across all stages of hiring.
• Monitor recruiting metrics and adapt strategies to improve time-to-fill and quality of hire.
• Develop relationships with universities, industry networks, and professional associations to build talent pools.
• Lead workforce planning initiatives to anticipate future hiring needs.
• Maintain a governance framework for data integrity and reporting in recruiting.

Job description

Key Responsibilities

Talent Acquisition Strategy & Leadership

Position Overview: The Director of Talent Acquisition is responsible for developing and leading the company's overall talent acquisition strategy, recruiting function, and workforce planning initiatives. This position provides strategic leadership for the company's recruiting organization, oversees the development and execution of scalable recruiting processes, and partners with executive leadership and business leaders to ensure the organization has the talent needed to support current operations and future growth.

The Director will lead the Talent Acquisition team, establish recruiting strategies and priorities, develop proactive talent pipelines, oversee recruiting performance and analytics, and ensure a consistent and effective candidate experience across the organization. The position will also maintain executive-level oversight of the company's Applicant Tracking System, a comprehensive affirmative action plan, OFCCP compliance, and other hiring‑related data.

This is a strategic and hands‑on leadership role. The Director is responsible for leading the company's overall Talent Acquisition strategy while personally participating in full‑cycle recruiting across all levels of the organization. The Director will directly recruit for positions ranging from entry‑level, hourly, field, and operational roles through professional, technical, management, and executive positions.

The ideal candidate is an experienced talent acquisition leader who can operate strategically while remaining close to the business and recruiting process. This individual must be comfortable working in a fast‑paced, continually evolving environment and possess the ability to build structure, processes, and recruiting capabilities as the organization grows.

• Develop and execute the company's overall talent acquisition strategy while remaining actively engaged in the day‑to‑day execution of recruiting.
• Balance strategic leadership responsibilities with an active personal recruiting workload across the organization.
• Establish the organizational structure, staffing model, recruiting resources, and priorities necessary to support the company's hiring needs while personally contributing to recruiting capacity.
• Lead, manage, coach, and develop the recruiting team while maintaining credibility as an active recruiter and subject‑matter expert.
• Establish recruiting goals, departmental KPIs, service‑level expectations, and performance standards for the Talent Acquisition team.
• Partner with executive leadership and business leaders to identify workforce needs while also working directly with hiring managers and candidates throughout the recruiting process.
• Develop scalable recruiting processes and best practices that support both the recruiting team and the Director's direct recruiting activities.
• Evaluate recruiting workload and organizational needs and determine when the Director should personally assume recruiting responsibilities versus assigning them to members of the recruiting team.

Workforce Planning & Talent Strategy

• Partner with executive leadership and business leaders to identify current and future workforce requirements.
• Develop recruiting and talent acquisition strategies based on anticipated hiring volume, business growth, turnover, geographic expansion, skill requirements, and organizational priorities.
• Develop workforce forecasts and recruiting capacity plans to identify future talent needs and potential hiring constraints.
• Establish proactive talent strategies for critical positions and skill sets before vacancies occur.
• Identify talent‑market trends, skill shortages, geographic considerations, compensation pressures, and other factors that may affect the company's ability to attract talent.
• Provide leadership with insight into talent availability, recruiting market conditions, hiring risks, and emerging workforce trends.
• Develop strategies to support organizational growth while maintaining appropriate recruiting resources, processes, and infrastructure.

Recruiting Leadership & Hands‑on Recruiting

• Lead and oversee the company's full‑cycle recruiting function while maintaining direct, hands‑on involvement in recruiting activities across all levels and functions of the organization, from entry‑level and hourly positions through professional, technical, management, and executive roles.
• Personally manage and execute full‑cycle recruiting for assigned positions across the organization, including workforce intake, job development, sourcing, screening, interviewing, candidate evaluation, reference checks, offer negotiation, and coordination of onboarding.
• Maintain an active recruiting workload and directly recruit candidates rather than functioning solely as a strategic or supervisory leader.
• Partner directly with hiring managers at all levels to understand position requirements, business needs, technical qualifications, experience requirements, compensation expectations, and hiring priorities.
• Develop and execute recruiting strategies appropriate to the position, labor market, geographic location, level of the role, and availability of qualified candidates.
• Source candidates through direct outreach, LinkedIn, job boards, professional associations, industry networks, employee referrals, recruiting databases, social media, schools, trade programs, and other appropriate channels.
• Conduct candidate screening and interviews and independently assess candidate qualifications, experience, skills, and alignment with position requirements.
• Maintain direct engagement with candidates throughout the recruiting process and ensure timely, professional communication from initial contact through offer and onboarding.
• Personally recruit for high‑volume, urgent, specialized, difficult‑to‑fill, and strategically important positions as business needs require.
• Serve as a recruiting subject matter expert and resource for hiring managers and recruiters across all departments and levels of the organization.
• Provide hands‑on support to recruiters in sourcing, candidate assessment, interviewing, offer negotiation, and other recruiting activities.
• Step directly into recruiting assignments when additional capacity is needed, including during periods of high hiring volume, organizational growth, recruiter workload increases, or specialized hiring needs.
• Ensure that the Director's personal recruiting activities remain aligned with overall Talent Acquisition priorities, workforce plans, recruiting metrics, and business objectives.

Candidate Sourcing & Talent Pipeline Development

• Maintain an active, hands‑on role in candidate sourcing and pipeline development across hourly, field, operational, administrative, professional, technical, management, and executive positions.
• Personally identify, contact, screen, and engage candidates across multiple talent markets and recruiting channels.
• Develop proactive sourcing strategies to identify qualified candidates before positions become available.
• Build and maintain talent pipelines for immediate openings and anticipated workforce needs across all organizational levels.
• Develop and maintain talent pools by job function, geographic market, skill set, experience level, and position type.
• Establish relationships with passive candidates and maintain ongoing communication with qualified talent.
• Develop relationships with colleges, universities, trade schools, professional organizations, industry groups, and other talent sources appropriate to the company's workforce needs.
• Evaluate sourcing channels based on candidate quality, cost, conversion rates, hiring outcomes, and the specific requirements of different position types.

Recruiting Analytics, Reporting & Performance Management

OFCCP, Affirmative Action & EEO Compliance

Hiring Manager & Executive Partnership

Employer Branding & Talent Market Strategy

Talent Acquisition Technology & Process Optimization

Qualifications

Preferred Experience

Core Competencies

Performance Measures

Physical Requirements

Mental & Cognitive Requirements

• Ability to influence and advise hiring managers while maintaining appropriate recruiting and selection standards.

Work Environment

FLSA Status: Exempt

• Establish the company's Talent Acquisition reporting framework and ensure leadership has meaningful visibility into recruiting performance.
• Develop and maintain recruiting dashboards, reports, forecasts, and executive‑level metrics.
• Establish departmental KPIs and monitor performance against established goals.
• Track and analyze key recruiting metrics, including:
  • Time-to-fill
  • Time-to-hire
  • Applicants per opening
  • Qualified candidates per opening
  • Interview-to-offer ratio
  • Offer acceptance rate
  • Source of hire
  • Cost per hire
  • Recruiter activity and productivity
  • Candidate pipeline volume
  • Aging requisitions
  • Hiring‑manager satisfaction
  • New‑hire retention
  • Quality‑of‑hire indicators
• Analyze recruiting trends, bottlenecks, capacity constraints, and areas of opportunity.
• Use recruiting data to make recommendations regarding recruiting resources, staffing levels, sourcing strategies, processes, technology, and organizational priorities.
• Provide regular recruiting performance reports, workforce analytics, and strategic insights to executive leadership.
• Develop forecasting and pipeline reporting to help leadership understand upcoming hiring capacity and talent availability.
• Establish accountability throughout the Talent Acquisition organization for measurable recruiting outcomes.
• Own and oversee the company's affirmative action and OFCCP compliance program, serving as the senior internal resource for affirmative action, applicant tracking, and federal contractor employment compliance.
• Lead the development, preparation, implementation, maintenance, and administration of the company's written affirmative action plan (AAP) and all supporting analyses, documentation, and compliance initiatives.
• Ensure recruiting and selection practices are structured and administered in accordance with OFCCP, EEO, affirmative action, Internet Applicant, record‑keeping, and applicable federal, state, and local requirements.
• Provide executive‑level oversight and governance of the Applicant Tracking System (ATS), ensuring applicant data, candidate activity, disposition codes, job postings, referral sources, interview activity, and selection information are accurately captured and maintained.
• Establish and enforce standardized applicant tracking, disposition, selection, and record‑keeping procedures to ensure the integrity and auditability of recruiting data.
• Monitor applicant flow and recruiting activity to identify potential adverse impact, selection disparities, or other compliance risks and establish appropriate corrective actions.
• Oversee the collection, maintenance, and analysis of data required for AAP development, utilization analysis, availability analysis, applicant flow, hiring, promotion, termination, compensation, and other required compliance reporting.
• Ensure compliance with required EEO/AA self‑identification processes, notices, postings, outreach, and affirmative action obligations.
• Serve as the primary internal point of contact for OFCCP audits, compliance evaluations, investigations, and requests for information.
• Coordinate compliance responses and documentation with executive leadership, Human Resources, legal counsel, and external advisors.
• Establish internal controls and audit processes to evaluate AAP compliance, recruiting practices, ATS data integrity, record retention, and adherence to established procedures.
• Maintain current knowledge of OFCCP regulations, federal contractor requirements, affirmative action obligations, and related employment regulations.
• Proactively evaluate regulatory changes and lead implementation of necessary updates to policies, systems, processes, and recruiting practices.
• Provide executive leadership with regular compliance reporting, workforce analytics, risk assessments, and recommendations to strengthen the company's overall compliance program.
• Establish strong strategic relationships with executives, senior leaders, hiring managers, and Human Resources business partners throughout the organization.
• Serve as a strategic advisor to leaders on workforce requirements, talent availability, recruiting strategy, compensation competitiveness, and hiring timelines.
• Partner with leaders to define realistic qualifications, candidate profiles, hiring priorities, and selection criteria.
• Advise leadership on labor‑market conditions, candidate availability, competitive recruiting practices, and talent acquisition risks.
• Establish expectations for hiring‑manager participation, communication, interviewing, decision‑making, and candidate feedback.
• Develop service‑level expectations for recruiting and hiring‑manager communication.
• Resolve escalated recruiting and hiring challenges and establish appropriate solutions.
• Ensure hiring decisions are made efficiently while maintaining appropriate selection standards and compliance requirements.
• Develop and execute the company's employer brand and employee value proposition in partnership with Human Resources and Marketing.
• Establish strategies to strengthen the company's visibility and reputation within targeted talent markets.
• Partner with HR and Marketing to enhance job postings, career‑site content, recruiting communications, employment marketing, and candidate‑facing materials.
• Develop strategies to increase employee referrals and other high‑quality, cost‑effective recruiting channels.
• Monitor competitor recruiting activity, labor‑market trends, and emerging talent acquisition practices.
• Identify opportunities to strengthen the company's position within targeted talent markets.
• Ensure employer branding and recruiting messaging appropriately reflect the company's culture, opportunities, career growth, and employee experience.
• Provide strategic oversight of the company's recruiting technology and applicant tracking infrastructure.
• Evaluate recruiting technology, systems, tools, and vendors to improve efficiency, data quality, candidate experience, and reporting capabilities.
• Establish standards for ATS data integrity, reporting, workflow management, and system utilization.
• Partner with HR, IT, and other stakeholders on recruiting technology implementations, integrations, and process improvements.
• Identify opportunities to automate or streamline recruiting processes while maintaining appropriate controls and candidate engagement.
• Continuously evaluate and improve recruiting workflows, processes, documentation, and operating procedures.

Pay Range

Pay Range