Talent Acquisition Specialist

Domino's; California; On-site; USD 70,000 - 115,000; Full time

Benefits offered by this job

Paid Holidays and Vacation

Medical, Dental & Vision benefits

No-cost mental health support

401k matching contributions

Company bonus

Travel up to 25%

Job summary

Domino’s Pizza is seeking a Talent Acquisition Specialist to lead full-cycle recruiting for our supply chain centers, handling high-volume hourly, skilled, driver and leadership roles. You will partner with center leaders, build pipelines, and manage offers and onboarding to ensure timely starts.

You will recruit CDL-A drivers and other hard-to-fill roles, managing ATS data, tracking metrics, and collaborating across external channels.

Qualifications

• 3+ years of high-volume Talent Acquisition or related experience.
• Ability to coach and influence a spectrum of stakeholders, with a consultative, client-service mindset.
• Problem-solving and continuous-improvement focus.
• Comfort working with an applicant tracking system and data: reviewing your own metrics, keeping records accurate and acting on what you see.
• Adaptability and enthusiasm for new tools and ways of working as the TA function evolves.

Responsibilities

• Manage the full-cycle recruiting process for high-volume hourly, skilled, driver and leadership roles across assigned supply chain centers: sourcing, screening, interviewing, selection, negotiating, closing and pipelining.
• Recruit commercial drivers (CDL-A) and other hard-to-fill roles through creative sourcing, local community, school and driver-training partnerships, and strong closing conversations.
• Work from real staffing need, not requisition counts: partner with center leaders to understand gaps by location and role family, and keep requisitions accurate, correctly flagged and closed when no longer needed.
• Manage the applicant tracking system for assigned roles, including timely review of every applicant, accurate dispositions and clean data.
• Manage external channels (job boards, schools, associations and approved agencies) within agreed guidelines; agencies are an approved exception.
• Give every candidate timely feedback, and manage pre-hire steps (offers, background and DOT or medical clearance, onboarding handoff) so candidates start on time.
• Ensure recruiting practices comply with company policies and with federal, state and local employment laws.
• Work diligently to meet recruitment metrics, including time to fill, center staffing coverage, applicant response time, new-hire retention, candidate and hiring-team satisfaction, and diversity.

Skills

High-volume TA

Stakeholder coaching

Data-driven recruiting

Adaptability

Tools

Applicant Tracking System (ATS)

Job description

Domino’s Pizza, which began in 1960 as a single store location in Ypsilanti, MI, has had a lot to celebrate lately: we’re a reshaped, reenergized brand of honesty, transparency and accountability – not to mention, great food! In the rise to becoming a true technology leader, the brand is now consistently one of the top five companies in online transactions and 65% of our sales in the U.S. are taken through digital channels. The brand continues to ‘deliver the dream’ to local business owners, 90% of which started as delivery drivers and pizza makers in our stores. That’s just the tip of the iceberg…or as we might say, one “slice” of the pie! If this sounds like a brand you’d like to be a part of, consider joining our team!

The Specialist, Talent Acquisition (Supply Chain) is responsible for full-cycle recruiting for Domino's supply chain centers, driving attraction, assessment, selection and candidate experience for high-volume hourly, skilled, driver and leadership roles. The role builds strong relationships with center leaders, hiring managers and candidates, and champions Domino's brand, mission and values.

What You'll Do

Manage Full Cycle Recruiting Process

• Manage the full-cycle recruiting process for high-volume hourly, skilled, driver and leadership roles across assigned supply chain centers: sourcing, screening, interviewing, selection, negotiating, closing and pipelining.
• Recruit commercial drivers (CDL-A) and other hard-to-fill roles through creative sourcing, local community, school and driver-training partnerships, and strong closing conversations.
• Work from real staffing need, not requisition counts: partner with center leaders to understand gaps by location and role family, and keep requisitions accurate, correctly flagged and closed when no longer needed.
• Manage the applicant tracking system for assigned roles, including timely review of every applicant, accurate dispositions and clean data.
• Manage external channels (job boards, schools, associations and approved agencies) within agreed guidelines; agencies are an approved exception.
• Give every candidate timely feedback, and manage pre-hire steps (offers, background and DOT or medical clearance, onboarding handoff) so candidates start on time.
• Ensure recruiting practices comply with company policies and with federal, state and local employment laws.
• Work diligently to meet recruitment metrics, including time to fill, center staffing coverage, applicant response time, new-hire retention, candidate and hiring-team satisfaction, and diversity.

Enable Center Leaders and Hiring Teams

• Serve as a consultant and trusted advisor to center leaders and hiring managers, coaching them on interviewing, selection and onboarding best practices and delivering training on the process and tools.
• Build strong relationships with center leadership, and set clear expectations on who does what at each step of the hiring process.
• Support new-hire retention: set realistic expectations before hire, support the first week onboarding.

Data, Automation and Continuous Improvement

• Track and analyze your own recruiting metrics, share insights with TA leadership and center leaders, and act on what the data shows.
• Participate in special projects such as EVP, HR technology enhancements, and automation and AI in the recruiting funnel, including testing new tools and sharing field feedback.
• Follow TA standards and playbooks, be held accountable to the TA scorecard and KPIs, and keep dispositions, reason codes and requisition data complete and current so reporting can be trusted.

Required

• 3+ years of high-volume Talent Acquisition or related experience.
• Ability to coach and influence a spectrum of stakeholders, with a consultative, client-service mindset.
• Problem-solving and continuous-improvement focus.
• Comfort working with an applicant tracking system and data: reviewing your own metrics, keeping records accurate and acting on what you see.
• Adaptability and enthusiasm for new tools and ways of working as the TA function evolves.

Preferred

• Successful experience recruiting commercial drivers (strongly preferred).
• Experience hiring for supply chain, distribution, warehouse, manufacturing or similar operations.
• Experience with automated or AI-assisted recruiting tools and text-based candidate engagement.
• Experience coaching or training non-recruiters, such as hiring managers or operations leaders.

Work Environment

At Domino’s, our curiosity drives us to connect the dots and uncover opportunities not easily seen that can move us forward. This empowers us to aim highand pursue bold, innovative outcomes.

When results don’t align with expectations, we shift fast—adapting quickly and pivoting with purpose—to deliver MORE for our business and each other

Benefits:

• Paid Holidays and Vacation
• Medical, Dental & Vision benefits that start on the first day of employment
• No-cost mental health support for employee and dependents
• Childcare tuition discounts
• No-cost fitness, nutrition, and wellness programs
• Fertility benefits
• Adoption assistance
• 401k matching contributions
• 15% off the purchase price of stock
• Company bonus
• Able to travel up to 25%

SALARY: $70,000 – $115,000 annually
The actual salary offered will fall within this range and will be based on job-related factors such as experience, skills, and qualifications.

All your information will be kept confidential according to EEO guidelines.