Director of Talent Acquisition

At A Glance The Director of Talent Acquisition leads Channel Partners' nationwide, remote recruiting organization and drives the evolution of recruiting from a support function into a measurable driver of client sales performance. In a high-volume, fast-paced, multi-client environment, this leader designs and runs a modern, AI-enabled, two-speed staffing engine: high-touch and technology-accelerated for field leadership, and national-marketplace-driven for flex-force. This engine puts the right person in the right door faster, keeps proven performers in-network longer, and stands up new client programs in weeks, not months. The Director champions both Channel Partners’ and our clients’ brands, partners with senior leadership and prospective clients, and builds a high-performance recruiting culture grounded in data, speed, and candidate experience. This role requires that you are based in Tampa, FL and able to work out of our home office. Minimum Pay USD $130,000.00/Yr. Maximum Pay USD $145,000.00/Yr. What We Offer Health and wellness benefits plans   Flexible vacation and holiday policies  Paid parental leave   401(k) with employer matching   Technology allowance Referral bonus  Tax savings with flexible spending accounts for parking, transit, dependents, and healthcare costs  Opportunity to work with a growing company that actively rewards and promotes its employees  What You'll Do Strategy & Operating Model Drive CP’s recruiting strategy as a strategic, revenue-influencing function rather than a transactional support unit, with the authority to align recruiting capacity and priorities to business and client needs, and accountability for recruiting and retention outcomes tied to client KPIs and CP’s growth goals. Balance speed with candidate match, long-term retention, and cost discipline, ensuring each role is filled quickly, filled right, and filled within budget. Design and operate a two-speed staffing model: a high-touch, AI-accelerated process for core and field-leadership roles, and a national gig-marketplace model for flex-force, surge, and seasonal coverage. Develop and implement innovative, company-wide recruiting strategies aligned with client needs and organizational goals. AI & Technology Leadership Lead an AI-enabled recruiting operation built on the iCIMS applicant-tracking system, including AI candidate-to-requirement matching, chatbot screening and self-scheduling, AI resume scoring against position descriptions and core task elements, and automated onboarding hand-off, with the ability to compress time-to-fill while preserving the human judgment leadership hires require. Continuously evaluate and integrate recruiting technology and partners that add speed, reach, and quality, keeping CP’s tech stack ahead of the high-volume market. Ensure AI-enabled selection tools (resume scoring and chatbot screening) are validated, regularly bias-audited, and legally defensible, partnering closely with technology leadership and HR/Legal to maintain compliance with applicable federal and state employment law. National Reach & Vendor Partnerships Manage national staffing-marketplace partnerships (e.g., Hireline, GigSpot) to deliver scalable, on-demand reach by market and season without carrying idle headcount. Manage vendor and partner relationships, including external staffing agencies, TA technology vendors, and job-posting platforms (e.g., Indeed, LinkedIn), and ensure timely, accurate processing of recruitment-related invoices. Manage the recruiting budget, including headcount, vendor, and job-board spend, and deliver hiring outcomes within budget. Program Launch & Talent Transition Lead rapid, repeatable program stand-ups, including six-week award-to-go-live launches, coordinating sourcing, selection, onboarding, equipment provisioning, and client/product-training milestones. Own the Badge Flip talent-transition process: swift, fair, human-led transition of proven, brand-fluent on-site talent at equitable pay and benefits, so client-facing teams are productive from day one. Retention & the Employee Ambassador Program Own and lead CP’s Employee Ambassador Program, which includes a structured cadence of communication and training that carries every new hire from the completion of onboarding through their first 90 days on the job, building early engagement and accelerating time-to-productivity. Treat the first 90 days as the decisive retention window: reinforce training, proactively surface and resolve friction before it becomes turnover, and own early-tenure retention as a core KPI for the function, measured by the right metric for each role. Team Leadership Lead, coach, and develop a nationwide remote and in-person recruiting team, including an Assistant Director of Recruiting, Talent Acquisition Managers, and full-time and surge staff, to deliver high-volume, high-quality hires. Build a positive, motivated, results-oriented culture and maximize individual and team performance through scalable processes focused on speed, diversity, and candidate experience. Data, Reporting & Business Development Own the recruiting scorecard, accountable for time-to-fill by role tier, first-90-day retention, six-week launch reliability, and cost-per-hire, with specific targets set by program and reviewed regularly with senior leadership. Use data and analytics to inform decisions and report recruiting and retention metrics to senior leadership, maintaining clear discipline between client-ready figures, figures requiring internal confirmation, and internal-only data. Support proposal and Request for Proposal (RFP) efforts by translating CP’s recruiting capabilities into client-facing strategy and proof points, and represent recruiting in client and prospect presentations. Collaborate with HR and hiring managers on job descriptions, compensation recommendations, and workforce planning, and champion CP brand and val