Director, Talent Acquisition

POSITION SUMMARY

 

The Director, Talent Acquisition is a strategic people leader responsible for building, scaling, and continuously improving ATI Restoration's end-to-end recruiting function. This role sits at the intersection of talent strategy and operational execution designing the infrastructure, processes, and capabilities that allow ATI to attract, assess, and hire the right people at the right time across all levels of the organization.

 

Reporting to the VP of Human Resources, the Director of TA owns the full talent acquisition lifecycle from employer brand and sourcing strategy to offer management and onboarding handoff. This leader manages an internal recruiting team and vendor/agency relationships while serving as a key partner to HR Directors, Operations, and senior leaders across ATI's East, Central, and West divisions.

 

This role is critical to ATI's HR transformation, with immediate accountability for building a best-in-class TA function that supports both high-volume hourly hiring and experienced professional and leadership placement. Success requires equal parts strategic vision and hands-on urgency with a bias toward structure, speed, and candidate experience.

 

PRINCIPAL RESPONSIBILITIES

 

Job duties include, but are not limited to:

 

Talent Acquisition Strategy & Infrastructure

• Design and execute ATI's enterprise talent acquisition strategy across all job families, functions, and geographies, with a focus on quality of hire, speed to fill, and candidate experience.
• Build and maintain a structured TA operating model — including SLAs, intake processes, sourcing playbooks, interview frameworks, and offer approval workflows.
• Lead implementation and optimization of ATI's ATS (currently ADP Recruit) to drive pipeline visibility, data integrity, recruiter efficiency, and hiring manager accountability.
• Develop and manage the Preferred Vendor List (PVL) for staffing agencies, establishing clear engagement rules, performance standards, and fee governance.

 

Team Leadership & Development

• Directly manage a team of recruiters and/or TA coordinators, setting clear performance expectations, providing coaching, and building capability aligned with ATI's growth trajectory.
• Serve as the TA leadership bridge during organizational transitions, providing continuity and accountability for recruiting outcomes across all regions.
• Build a culture of accountability and continuous improvement within the TA team, including regular pipeline reviews, metric-driven conversations, and development planning.

 

Sourcing, Employer Brand & Candidate Experience

• Lead ATI's employment branding strategy under the "The Team That Cares" platform partnering with Marketing and HR to ensure a consistent, compelling candidate experience across all touchpoints.
• Develop multi-channel sourcing strategies for hard-to-fill and high-volume roles, including digital advertising, social media, community partnerships, referral programs, and guerrilla sourcing tactics for field/hourly positions.
• Drive candidate experience standards across the full funnel, from first contact through offer and onboarding handoff, ensuring ATI reflects its employer brand at every interaction.

 

Hiring Manager Partnership & Workforce Planning

• Act as a strategic recruiting partner to HR Directors and business leaders — translating headcount needs into proactive sourcing plans and providing market intelligence to shape hiring decisions.
• Lead structured intake conversations for each open requisition, establishing clear success profiles, timelines, interview panels, and assessment approaches.
• Partner with the VP of HR and Operations leadership to support workforce planning, succession hiring, and organizational design needs as they arise.

 

Data, Compliance & Reporting

• Own TA metrics and reporting including time-to-fill, time-to-offer, offer acceptance rate, source of hire, and agency spend — presenting insights and recommendations to HR and executive leadership.
• Ensure all recruiting activity is compliant with EEOC, OFCCP, and applicable state and federal employment law requirements.
• Maintain documentation standards for all positions, including job descriptions, o