Talent Acquisition Partner

Shane Co.; Kennesaw (GA); Remote; USD 95,000 - 120,000; Full time

Benefits offered by this job

Health benefits

Paid time off

401(k)

Employee discount

Growth opportunities

Job summary

Shane Co. is seeking a Talent Acquisition Partner to build a new regional recruiting model across the East region. This remote role requires regular store time, events, and community engagements to identify top talent in local markets.

You will partner with Store Managers and senior leaders, own full-cycle recruiting, and cultivate relationships with candidates who align with our brand and values. This position emphasizes a relationship-first approach and strategic sourcing.

Qualifications

• 4+ years of recruiting or talent acquisition experience with proactive relationship-building.
• Experience representing an employer brand externally through job fairs, industry associations, community organizations, or campus partnerships.
• Building and sustaining a talent pipeline ahead of open needs.
• Advising hiring managers with market data and a point of view, including pushing back when necessary.
• Warmth, presence, and polish to represent a fine jeweler in high-visibility settings.
• Comfort with ambiguity and competing priorities with strong follow-through.
• Working knowledge of an applicant tracking system and ability to learn new tools quickly.
• Retail or multi-site hiring experience is a plus.
• Bachelor’s degree preferred; equivalent experience welcomed.

Responsibilities

• Build and maintain talent pipelines for critical store roles across your region.
• Engage strong candidates before requisitions open and keep relationships warm over months.
• Know passive talent and their career motivations and goals.
• Represent Shane Co. at job fairs, events, and campus partnerships; create local recruiting activations.
• Grow Shane Co.’s employer brand on LinkedIn, Glassdoor, and other platforms.
• Spend meaningful time in stores to learn the business and local markets.
• Lead intake conversations with stores and field leaders to align on qualifications and timing.

Skills

Recruiting

Employer brand

Talent pipeline

Market data

Relationship-building

ATS

Retail hiring

Bachelor’s degree

Education

Bachelor’s degree

Tools

ATS

Job description

Overview

Every proposal, anniversary, and milestone that happens in a Shane Co. store happens in front of someone we hired. Finding those people, before we need them, is this job.

Overview

Every proposal, anniversary, and milestone that happens in a Shane Co. store happens in front of someone we hired. Finding those people, before we need them, is this job. Shane Co. is building a new regional Talent Acquisition model for our stores, and we’re looking for a Talent Acquisition Partner to own it on the ground across our East region. You’ll be the hiring partner to our Store Managers, the person who knows the best talent in your markets by name, and the face of a family-owned jeweler in the communities where our customers live. We ask our jewelry consultants to be a friend first. We ask the same of the people who hire them. This is a relationship role, not a requisition-processing role.

Why This Role

• Build, don’t just maintain. You’ll help shape a newly structured regional recruiting model. Your ideas on sourcing, process, and candidate experience will be put to work.
• A real seat at the table. You’re the Store Manager’s hiring partner, with direct access to field and senior leadership.
• Out from behind the screen. Remote-based, with regular time in our stores, at events, and in the community, not forty hours a week inside an applicant tracking system.
• A legacy you help build, not just join. A family-owned company since 1929 that invests in the people who build it.

Responsibilities

Build the Bench Before the Need

• Build and maintain talent pipelines for critical and recurring store roles across your region, including jewelry consultants, sales leadership, customer service, and operations.
• Engage strong candidates before a requisition opens and keep those relationships warm over months, not weeks.
• Get to know passive talent: their motivations, their strengths, and where they want their careers to go.
• Represent Shane Co. at job fairs, industry and community events, and university partnerships, and create local recruiting activations of your own.
• Grow Shane Co.’s employer brand on LinkedIn, Glassdoor, and other professional platforms.
• Spend meaningful time in our stores to learn the business, the teams, and what great looks like in each market.

Partner Like a Trusted Advisor

• Lead structured intake conversations with Store Managers, field leaders, HR partners, and senior leadership.
• Get to the business need behind every search and align early on qualifications, process, timing, and hiring strategy.
• Turn market-specific staffing needs into proactive sourcing and recruiting plans.
• Bring market intelligence, including talent availability, competitor activity, and compensation trends, to inform hiring strategy and workforce planning.
• Give a clear point of view on candidates and market conditions, and offer practical alternatives when a request won’t lead to a strong hire.

Own the Full Cycle and the Candidate Experience

• Own full-cycle recruiting in your markets: sourcing, engagement, assessment, interview coordination, selection, offer management, and follow-through to Day 1.
• Treat every candidate the way we treat every customer: timely, honest, and personal at every step, whether or not they get the job.
• Present Shane Co.’s culture, career paths, and expectations with clarity and honesty.
• Lead and support hiring events and store-level recruiting initiatives.
• Balance priorities across multiple markets without dropping follow-through.

Make the Function Better

• Keep candidate, pipeline, requisition, and activity data accurate in our applicant tracking system and other systems of record.
• Use recruiting data to drive pipeline visibility, reporting, and better hiring decisions across your region.
• Recommend practical improvements that make recruiting more efficient without losing the relationship-first approach.
• Facilitate hiring-related training for store leaders as assigned.
• Share what’s working, including sourcing practices, market observations, and recruiting insights, with field and HR leadership.

Qualifications

• 4+ years of recruiting or talent acquisition experience with a proven track record of proactive relationship-building, not just requisition management.
• Experience representing an employer brand externally through job fairs, industry associations, community organizations, or campus partnerships.
• Specific examples of building and sustaining a talent pipeline ahead of open need.
• Experience advising hiring managers and senior leaders with market data and a point of view, including the confidence to push back when a request works against a strong outcome.
• The warmth, presence, and polish to represent a fine jeweler in high-visibility settings.
• Comfort with ambiguity and competing priorities, paired with consistent follow-through.
• Working knowledge of an applicant tracking system and the ability to learn new tools quickly.
• Retail or multi-site hiring experience is a plus.
• Bachelor’s degree preferred; equivalent experience welcome. In-house, agency, and field recruiting backgrounds are all considered.

Behavioral Characteristics

This work asks something of you. It asks you to pick up the phone before anyone tells you to. To walk into a room full of strangers and leave with names. To care about a candidate you may not be able to hire for six months, and to still be the first call they take when the right role opens. It asks you to tell a Store Manager what they need to hear, not just what they want to hear, and to do it in a way that makes them trust you more. You’re organized enough to keep a dozen live searches moving and generous enough to keep investing in people who aren’t on a requisition yet. If you’ve ever stayed close to a great candidate for a year until the timing was right, and felt it was worth it, you already understand this role.

Work Environment

This is a remote role based from your home, with a regular, visible presence in our stores and local communities. Travel to stores, our Home Office in Englewood, CO, conferences, and events is up to 15%. You must live in Georgia, Tennessee, Kentucky, Indiana, Missouri, Kansas, or Minnesota and within 50 miles of a Shane Co. store .

Why Work for Shane Co.?

For nearly a century, Shane Co. has built more than beautiful jewelry. We’ve built lasting relationships, meaningful careers, and a culture where people truly matter. As a family-owned company, we believe in investing in our people, celebrating craftsmanship, and creating opportunities to grow. Our iconic promise to be Your Friend and Your Jeweler isn’t just how we serve our customers. It’s how we show up for one another every day.

What We Offer

• $95,000 – $120,000 base salary, plus eligibility for an annual bonus based on company performance. Final pay is based on experience, skills, and location.
• Health & wellness. Health benefits for you and your family, plus mental health and financial well-being resources.
• Paid time off. Up to three weeks of paid vacation, paid holidays, and paid sick time, plus a paid volunteer day each year.
• A 401(k) plan to help you invest in your financial future.
• Employee discount. A generous discount for you and your immediate family.
• Growth & development. On-the-job training, online courses, and management and leadership training

Application Deadline: Initial consideration will be given to applications received by 10/07/26. Applications received after this date may be considered if the position remains open or the application period is extended.