Talent Acquisition Leader

Belcrest Vacations; Cincinnati (OH); On-site; USD 180,000 - 280,000; Full time

Job summary

Belcrest Vacations, a PE-backed vacation rental management platform, seeks the first dedicated talent acquisition leader to build the TA function from scratch. You will run executive searches end-to-end for Belcrest HoldCo and its brands, shaping the recruiting framework across a growing portfolio of companies.

You will influence across holding companies, departments, and acquired businesses, build scalable processes, and eventually assemble a recruiting team.

Qualifications

• 10+ years of progressive Talent Acquisition experience, including at least 5 years in a senior or lead capacity.

Responsibilities

• Lead full-cycle executive searches for Belcrest HoldCo and operating companies.

Skills

Executive search

Talent acquisition

Stakeholder management

People leadership

Data analytics

Employer branding

Tools

ATS implementation

Recruitment tech stack

Interview frameworks

Job description

Belcrest Vacations is a PE-backed vacation rental management platform backed by Alpine Investors. Launched in 2026, Belcrest is already one of the fastest-growing vacation rental management companies in the country, operating 13+ brands and nearly 700 employees across the U.S., and we are just getting started.

Our goal is not to be the largest. It is to be the best by delivering the kind of experience that makes owners trust us with their properties and guests come back.

We are people-first in the truest sense. Our leadership team believes that how you treat the people around you — employees, candidates, partners — is inseparable from how well the business performs. If that resonates with you, keep reading.

About the Role

This is your chance to join the founding team as the first dedicated talent acquisition leader at Belcrest, reporting directly to the CPO and building the TA function from scratch.

Your mandate has three parts running in parallel: running HoldCo and leadership searches yourself, building the infrastructure and playbooks that will scale across a growing portfolio of acquired companies, and influencing newly acquired businesses to adopt best-in-class hiring practices. You will get things done personally before you build a team — this is a roll-up-your-sleeves role first, a leadership role second.

What You Will Own

Search execution

• Run full-cycle executive searches end to end, from sourcing through close, for Belcrest HoldCo and its operating companies.
• Manage external search firms for searches requiring outside capacity or specialized networks
• Build and maintain a warm talent pipeline across functions, creating candidate relationships before roles open

Infrastructure and operations

• Design and implement the full TA tech stack: ATS selection, career site, employer brand, interview guides, scorecards, and hiring templates
• Build recruitment processes and best-in-practice frameworks that can be adopted consistently across all operating companies
• Own all recruitment metrics and KPIs including time to fill, cost per hire, offer acceptance rate, quality of hire, and pipeline conversion; use data to make the case for talent investment
• Partner with leadership at each operating company to understand their hiring needs and raise the quality of their recruiting practices
• Develop scalable frameworks for frontline and service worker hiring across a multi-brand environment
• Serve as the internal advocate for best-in-class hiring practices as Belcrest integrates new acquisitions.

Team building

• Hire and develop a recruiting team as the platform grows, starting lean and scaling based on business need

Who We Are Looking For

• 10+ years of progressive Talent Acquisition experience, including at least 5 years in a senior or lead capacity
• 5+ years of executive search experience — you have personally sourced, assessed, and closed senior leaders, not just managed the process around them; experience hiring operational and finance leaders is strongly preferred.
• Track record of building TA infrastructure: ATS implementation, process design, employer branding, and interview frameworks
• Experience in a PE-backed, acquisitive, or multi-entity environment strongly preferred — you are comfortable operating across holding companies, subsidiaries, and brands that each have their own identity and hiring needs
• Ability to influence without authority as you will bring newly acquired businesses along on best practices without a reporting line to them
• Strong data fluency; you can translate recruitment metrics into leadership-level business insights
• Experience with high-volume or service worker recruiting is a plus — although this is a capability you can hire and develop on your team.
• Excellent communication. Advises up and down. Earns credibility with leaders and front line workers.