Director, Talent Attraction and Employer Branding

$150,000 - $190,000 annually + incentives

At Pinnacle Live, you'll do more than fill a role—you'll help shape the future of live events, hospitality, and production excellence.

Company Overview

Pinnacle Live is a premium, in-house AV and event production company operating at premier hotels and resorts across North America. We exist to Elevate Experiences, combining cutting-edge production with a deeply human touch, holding ourselves to a standard where exceptional is the baseline. We're guided by three core values: Excellence is our attitude. Innovation is our mindset. Our people make the difference. If you show up prepared, take ownership of your craft, and want to grow alongside a team that holds itself to high standards, we'd love to meet you.

Job Summary

The Director, Talent Attraction and Employer Branding is responsible for establishing and leading Pinnacle Live's national talent attraction strategy and employer narrative supporting hiring across venue technicians, event producers, and corporate sales and technology functions, and defines how Pinnacle Live is known as an employer across North America.

The Director reports directly to the Chief Human Resources Officer, serves on the HR leadership team, and partners daily with Venue Directors and regional operators who feel every open requisition in their P&L. The mandate is broad, the visibility is high, and the function is being built rather than inherited.

If you have been waiting for the chance to design a function the way you have always argued it should be designed, and then be accountable for the results, this is that role.

This is a remote leadership position based in the United States, with a preference for candidates located in Dallas, Texas. The role requires approximately 25–30% travel to Pinnacle Live venues, corporate meetings, industry events, and leadership gatherings.

Essential Functions

Talent Strategy and Delivery

• Design and execute a national sourcing and recruitment strategy aligned to venue growth, seasonality, and hiring priorities across hourly, salaried, and leadership roles.
• Lead workforce planning in partnership with Finance and Operations, including forecasting hiring demand, building capacity ahead of new venue openings and acquisitions, and protecting service delivery through peak event season.
• Build sourcing pipelines in the audiovisual, event technology, hospitality, and corporate technology talent markets, including part-time, on-call, and freelance labor pools that flex with event demand.
• Establish enterprise hiring process standards covering intake, structured interviewing, candidate assessment, offer strategy, and hiring manager enablement across a distributed field organization.

Employer Brand and Candidate Experience

• Own Pinnacle Live's employer value proposition and employer brand across the careers site, social channels, job content, and all candidate-facing touchpoints.
• Partner with Marketing and Communications to develop recruitment marketing campaigns, content, and employee advocacy programs.
• Manage Pinnacle Live's presence and reputation on employer review platforms and incorporate candidate feedback into hiring process improvements.
• Represent Pinnacle Live at industry events, career fairs, and partnerships with trade schools, audiovisual and technical training programs, and apprenticeship pipelines.

Team Leadership, Systems, and Operating Rigor

• Lead, coach, and develop the Talent Acquisition and Employer Branding team, including team structure, capability building, performance standards, and succession.
• Own the recruiting technology stack, applicant tracking system, candidate relationship management, sourcing tools, assessments, and programmatic job advertising, including selection, implementation, adoption, and return on investment.
• Manage the talent acquisition budget and all agency and vendor relationships, including contract negotiation and cost-per-hire accountability.
• Develop and maintain talent acquisition analytics, including time-to-fill, source of hire, offer-acceptance rate, funnel conversion, quality of hire, and 90- and 180-day retention; report results and forecasts to the CHRO and executive leadership.
• Ensure hiring practices are compliant, consistent, and defensible across all states and properties in which Pinnacle Live operates, including unionized properties.

First-Year Performance Objectives

• A documented and adopted national hiring model in active use by Venue Directors.
• Measurable improvement in time-to-fill and offer-acceptance rate for critical technical roles.
• A defined employer value proposition in market, supported by a career's presence and content pro