Strategic Talent Recruiting Manager

Meriton

Seattle (WA)

Hybrid

USD 125,000 - 145,000

Full time

7 hours ago

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Benefits offered by this job

Full benefits (medical, dental, vision

Job summary

Meriton is seeking a Recruiting Manager - Talent Strategy to lead one of its recruiting PODs, partner with OPCO Presidents, and deliver full-cycle recruiting across sales, trades, operations, and more. The role balances hands-on sourcing with team leadership in a growing HVAC-focused network.

You will develop quarterly hiring plans, advise leaders on market conditions, and drive a consistent Meriton recruiting process across multiple locations with a strong focus on candidate and hiring manager

Qualifications

Bachelor’s degree in Human Resources, Business Administration, or a related field, or equivalent experience.
7+ years of full cycle recruiting experience, including proactive sourcing and partnership with hiring leaders.
Experience leading, coaching, or providing day-to-day direction to recruiters; formal people management experience preferred.
Experience advising business leaders on recruiting strategy, workforce planning, labor market conditions, and hiring decisions.
Experience coaching hiring managers on structured interviewing and scorecard-based hiring decisions.
Ability to manage hands-on recruiting responsibilities while setting priorities and supporting the performance of a regional team.
Strong communication, relationship-building, and influencing skills with the ability to work with OPCO leaders and stakeholders at all levels.
Experience using an applicant tracking system and recruiting data to manage pipelines, report results, and improve processes.
Strong organizational judgment, adaptability, and the ability to manage changing priorities across multiple OPCOs and locations.

Responsibilities

Lead, coach, and support the POD’s recruiters, setting priorities and building recruiting capability.
Serve as the primary TA advisor to Presidents and OPCO leaders; align hiring with business goals.
Partner on workforce planning; translate plans into quarterly hiring plans and pipelines.
Establish an OPCO Charter covering hiring priorities, comp ranges, and process owners.
Own full cycle recruiting for priority roles, including leadership searches.
Guide intake meetings to lock scorecards, requirements, compensation, and sourcing plans.
Choose recruiting track and build Role Playbooks for each role family.
Develop tailored sourcing strategies and build candidate pipelines across channels.