Talent Acquisition Partner

QAS Management; Charlotte (NC); On-site; USD 85,000 - 120,000; Full time

Benefits offered by this job

Company car

Bonus program

Job summary

QAS Management is seeking a Talent Acquisition Partner to locate and hire Service Center Managers (SCMs). You will blend digital headhunting with on-the-ground recruiting, building leadership pipelines from military programs, college networks, and competitor scouting.

You will monitor 90-day onboarding and early retention metrics, collaborate with Area Managers for interviews, and represent the brand at industry events and military transition fairs.

Qualifications

• Experience in full-lifecycle recruiting or executive search.
• Direct sourcing, candidate headhunting, and talent mapping expertise.
• Experience building pipelines with military/veteran programs and university/technical partnerships.
• Willingness to travel up to 75% for field markets.
• Strong analytical ability to evaluate hiring metrics and retention trends.

Responsibilities

• Source and headhunt passive SCM leadership talent using digital tools and networks.
• Develop and manage military/veteran recruitment pipelines with TAP and RecruitMilitary partnerships.
• Collaborate with Area Managers for on-site interviews and fast-track hiring events.
• Represent the brand at regional events, campus showcases, and career fairs.
• Monitor onboarding feedback and retention metrics to guide recruiting strategy.
• Maintain recruitment analytics and data integrity across systems.

Skills

Full-lifecycle recruiting

Executive search

Talent mapping

LinkedIn Recruiter

Communication skills

Tools

ATS (Applicant Tracking System)

Resume databases

Microsoft Excel

Job description

Position Summary:We are looking for a Talent Acquisition Partner to find and hire Service Center Managers (SCMs). Partnering closely with Area Managers and executives, you will combine digital headhunting with local, on-the-ground recruiting to build a strong leadership pipeline. You’ll source candidates through military transition programs, college networks, and direct competitor scouting, while tracking early retention data to make sure new hires succeed long-term.Key Responsibilities:Direct Sourcing & Talent Mapping:Proactively source and headhunt passive operational and SCM leadership talent using LinkedIn Recruiter and advanced resume mining technique.Publish targeted job campaigns and conduct competitor talent mapping to identify high- performing industry leaders.Monitor leadership network awards, industry publications, and professional associations to build robust external talent pipelines.Strategic Pipeline Partnerships:Build and manage structured military and veteran recruitment pipelines by actively engaging with Transition Assistance Programs (TAP).Align strategically with military transition organizations (e.g., RecruitMilitary) to identify and attract transitioning service members for leadership roles.Establish and cultivate direct partnerships with automotive and industrial colleges to maintain an active pipeline of specialized candidates.Field Recruitment & Competitor Scouting:Deploy directly into designated high-turnover and high-growth target markets to conduct real-time competitor scouting and in-person recruitment.Collaborate on-site with Area Managers to conduct joint interviews, drive fast-track hiring events, and close key operational vacancies.Represent the company brand at regional industry events, campus showcases, and military transition fairs.Talent Analytics & Retention Tracking:Monitor and analyze 90-day onboarding survey feedback and early retention metrics to identify turnover trends and flight risks.Partner with leadership to deliver data-backed insights, recommendations, and strategic adjustments to the recruiting lifecycle.Maintain clean recruitment metrics, pipeline reporting, and applicant data integrity across internal systems.Qualifications:Required:Proven experience in full-lifecycle recruiting, executive search, or specialized talent acquisition, preferably focusing on supply chain, operations, or industrial sectors.Demonstrated expertise in direct sourcing, candidate headhunting, and talent mapping via LinkedIn Recruiter and resume databases.Experience developing and executing targeted recruitment pipelines (e.g., military/veteran programs, university/trade partnerships).Willingness and ability to travel to field markets for on-site scouting and collaborative hiring initiatives up to 75% of the time.Strong analytical ability to evaluate hiring metrics, survey data, and retention trends.Excellent interpersonal, negotiation, and verbal/written communication skills.Ability to build strategies or plans to solve global recruiting issues without supervisionPreferred:Prior experience recruiting for multi-unit retail, automotive, distribution, or field operations environments.Hands-on familiarity with military recruitment platforms (e.g., RecruitMilitary, TAP).Compensation PackageCompetitive SalaryBonus programCompany car