The Talent Acquisition & Employer Branding Manager will design and execute strategic recruiting and employer‑brand programs that deliver outstanding candidate experiences, reduce time‑to‑hire, and build a strong pipeline of high‑quality talent across technical, commercial, and corporate functions. This role combines hands‑on recruiting, employer‑brand storytelling, workforce planning support, and data‑driven process improvement.

Key Responsibilities
Talent Acquisition (60%)

• Lead full‑cycle recruitment for all roles and high-volume hiring when required: sourcing, screening, interviewing, offer negotiation, and onboarding coordination.
• Build and manage talent pipelines for critical roles (engineering, operations, sales, product, tech, customer support, etc.) using proactive sourcing strategies and talent pools.
• Partner with hiring managers to define role profiles, success criteria, and interview scorecards; deliver training on effective interviewing and bias‑free hiring.
• Source candidates through multiple channels: LinkedIn, job boards, industry communities, alumni networks, referrals, headhunting, recruitment agencies, and events.
• Manage end‑to‑end candidate experience: timely communication, interview scheduling, feedback collection, and offer management to ensure high acceptance rates.
• Maintain accurate hiring metrics and candidate records in the Applicant Tracking System (ATS); ensure compliance with employment and data protection laws.

Employer Branding & Candidate Marketing (30%)

• Develop and own the employer branding strategy and calendar to position YourParts as an employer of choice for target talent segments.
• Create engaging employer‑brand content: employee stories, day‑in‑the‑life videos, role spotlights, culture articles, social media posts, and careers site copy.
• Manage the careers site and company pages on LinkedIn, Glassdoor, and other relevant platforms; monitor and respond to reviews and candidate feedback.
• Plan and run campus recruitment, hackathons, meetups, industry events, and virtual hiring campaigns to raise awareness and source talent.
• Collaborate with Marketing/Communications to align external employer messaging with corporate brand, campaigns, and product launches.
• Track employer‑brand metrics (awareness, site visits, application conversion, candidate NPS) and iterate on content and campaigns.

Strategy, Analytics & Continuous Improvement (10%)

• Use hiring data and market insights to develop workforce plans, hiring forecasts, and competitive compensation benchmarking.
• Set KPIs (time‑to‑fill, quality of hire, source effectiveness, offer acceptance rate, cost‑per‑hire) and deliver regular reporting to leadership.
• Optimize recruiting processes and candidate workflows to improve efficiency and candidate experience; implement best practices and tools (ATS, sourcing tools, candidate assessment platforms).
• Mentor and upskill junior recruiters and hiring teams as required.

Bachelor’s degree in Human Resources, Business Administration, Communications, or related field. Master’s degree or relevant HR certifications (e.g., CIPD, SHRM‑CP/SCP) a plus.5+ years of progressive recruiting experience, with 2+ years leading employer branding and talent attraction programs. Experience in the automotive, e‑commerce, logistics, technology, or related sectors preferred.Proven success in full‑cycle recruitment for technical and commercial roles, with strong sourcing and networking skills.Solid experience managing employer branding programs, content creation, digital recruitment marketing, and event execution.Strong stakeholder management skills — able to partner credibly with hiring managers and senior leaders.Data‑driven mindset: comfortable using recruiting metrics and analytics to guide decision‑making.Excellent written and verbal communication skills; strong storytelling and social media savvy.High attention to detail, strong organizational skills, and ability to manage multiple priorities in a fast‑paced environment.Personal AttributesProactive, results‑oriented, and resourceful.Empathetic and candidate‑centric with a strong commitment to fair and inclusive hiring.Creative thinker who can translate employer value into compelling content and campaigns.Comfortable working in ambiguity and scaling processes in a growing organization.