Manager, Talent Aquisition

Description: About siffron:

siffron is a leading provider of retail merchandising solutions, specializing in designing and manufacturing innovative display and signage systems. We partner with top brands and retailers across various industries to enhance their product presentation and optimize customer experiences.

Our company values innovation and encourages creativity, offering a collaborative work environment that fosters growth and professional development. siffron continues to push boundaries and set new standards in the retail market, establishing itself as an industry leader.

siffron Benefits:

• Hybrid Schedule \- 3 days onsite, 2 days remote
• 401(k) match (up to 50% of 6%)
• Annual siffron profit share/safe harbor match
• Tuition reimbursement program for eligible employees
• Medical, dental, vision insurance after 30 days of employment
• Flexible spending account and/or health savings account
• Vacation/Personal/Bereavement leaves
• Paid parental leave
• Short\- \& long\-term disability coverage
• Employee Assistance Program
• Employee referral bonus program
• siffron Shared Ownership Works Program
• 10 paid holidays

JOB SUMMARY

The Manager, Talent Acquisition is a builder role at its core. This position owns full\-cycle recruiting across all siffron U.S. locations and is responsible for designing the talent acquisition system, processes, and employer brand from the ground up. This is not a coordinator or support role — it is the recruiting function. The right person thrives in an innovative environment, takes pride in doing the work themselves, and thinks architecturally about how great hiring happens at scale.

As a member of the siffron HR leadership team, the Manager, Talent Acquisition partners closely with the VP, Human Resources and peers across HR to ensure we attract, identify, and secure the talent needed to achieve our business goals. This role is best suited for an experienced recruiter who is equally comfortable sourcing passive candidates and building the scorecard system that makes hiring more consistent, someone who has been the one\-person TA function before and is proud of what they built.

Requirements:

ESSENTIAL FUNCTIONS

• Own full\-cycle talent acquisition across all siffron locations — from intake through offer accepted.
• Build, document, and continuously refine siffron’s end\-to\-end recruiting process: job intake, sourcing strategy, candidate evaluation, interview structure, offer workflow, and pre\-boarding handoff.
• Design and implement standardized hiring tools including structured interview guides, role\-specific scorecards, and offer approval workflows that bring consistency and quality to hiring decisions across all sites.
• Partner with hiring managers and business leaders across all siffron functions as a true recruiting consultant — owning each search from intake meeting through offer close, including interview panel coordination, candidate debrief facilitation, and a post\-hire feedback conversation that sharpens the next search.
• Develop and manage relationships with external sourcing partners, staffing agencies, trade schools, and job boards; evaluate partner performance against cost\-per\-hire and quality\-of\-hire benchmarks.
• Build siffron’s employer brand presence — own our voice on LinkedIn, job boards, and at community/industry events; ensure the candidate experience reflects the siffron culture from first touch through Day 1\.
• Establish and maintain recruiting metrics dashboards: time\-to\-fill, time\-to\-hire, source effectiveness, quality of hire, offer acceptance rate, and early attrition; use data to drive decisions, not just report them.
• Partner with the Director, HR Operations on pre\-boarding and Day 1 handoff to ensure a seamless transition from candidate to new hire; own the pre\-Day 1 touchpoints and new hire experience.
• Lead the annual headcount planning process in partnership with the VP, HR and Finance; maintain an accurate, real\-time view of open requisitions, approved headcount, and pipeline status.
• Build and maintain proactive talent pipelines for high\-turnover or hard\-to\-fill roles; do not wait for a req to open before starting to source.
• Manage the ATS configuration, job posting templates, and recruiting workflows; serve as the internal subject matter expert on TA technology and recommend enhancements as the function matures.
• Support early\-career and community pipeline development — internship programs, co\-op partnerships, local college and trade school relationships — as capacity allows in Year 1 and as a core priority in Year 2\.

PERFORMANCE MEASURES

• Number of requisitions filled per quarter vs. target; time\-to\-fill and time\-to\-hire trends by role type and site
• Quality of hire indicators: 90\-day retention, hiring manager satisfaction scores, and early performance ratings
• Offer acceptance rate and candidate drop\-off rate by stage
• Completion and adoption of standardized recruitment tools: scorecards, intake forms, interview guides across all active hiring managers
• Employer brand engagement metrics: LinkedIn follower growth, job posting application rates, and candidate experience feedback
• Accuracy and timeliness of headcount planning data provided to VP, HR and Finance
• ATS data integrity: req status currency, candidate disposition completeness, and reporting reliability

SUPERVISOR RESPONSIBILITY

This is an individual contributor role with no direct reports. The Manager, Talent Acquisition, is the sole owner of the talent acquisition function at siffron. Supervisory responsibility will be revisited as the company grows and the recruiting function matures.

POSITION TYPE/EXPECTED HOURS OF WORK

• Full\-time, exempt salaried position. Standard hours are Monday through Friday, with a minimum of 40 hours per week.
• Occasional extended hours may be required during peak hiring cycles, active search campaigns, or HR project deadlines.
• Periodic travel to siffron sites is expected to build relationships with hiring managers, attend job fairs, and support multi\-site recruiting activity.

EDUCATION, LICENSES, AND EXPERIENCE

• Bachelor’s degree in human resources, Business Administration, or a related field required; PHR/SPHR or SHRM\-CP/SCP a plus.
• Minimum 5–8 years of full\-cycle recruiting or talent acquisition experience; at least 2 years carrying a full req load as a solo or primary recruiter.
• Demonstrated experience in manufacturing, distribution, light industrial, or similarly operationally complex environments preferred; multi\-site experience strongly preferred.
• Proven track record building or formalizing a recruiting process, not just executing within an existing one — can show work product: scorecards, intake templates, or process documentation they created.
• ATS proficiency required; HRIS experience preferred (Paylocity); LinkedIn Recruiter experience expected.

SKILLS (Language, Mathematical, Reasoning, Other)

• Mastery of full\-cycle recruiting: sourcing, screening, interviewing, offer management, and pre\-boarding — can execute every step independently without coordinator support
• Proactive sourcing skills: Boolean search, LinkedIn Recruiter, passive candidate outreach, and pipeline management; does not default to post\-and\-pray
• Process builder mentality: can identify what’s missing, design the tool or workflow to fix it, document it clearly, and train hiring managers to use it
• Data fluency: builds and maintains recruiting dashboards, can define and defend quality of hire metrics, and uses data to influence decisions — not just report them
• Strong influencing and communication skills: aligning with hiring managers on realistic expectations through thoughtful guidance and constructive challenge; build trust while confidently presenting qualified candidate slates and recommendations
• Employer brand and candidate experience instincts: thinks about the candidate journey holistically and can translate siffron’s culture into compelling, authentic external messaging
• High organizational capacity: can manage 10–15 open requisitions simultaneously across multiple sites and role types without sacrificing quality
• Comfortable operating without infrastructure: does not require a coordinator, admin support, or a large team to perform; this role requires someone who runs the whole thing
• Collaborative and partnership\-oriented: works closely with Director, HR Operations and the broader HR team; does not silo recruiting from the rest of the employee lifecycle

WORKING CONDITIONS/PHYSICAL DEMANDS

• Primarily operates in a professional office environment in a hybrid schedule
• Periodic travel to siffron sites for hiring manager relationship\-building, on\-site interviews, job fairs, and new hire support; occasional overnight travel may be required.
• Frequent use of computers, mobile devices, ATS platforms, and video conferencing tools. Occasional visits to production or warehouse areas during site recruiting events.