About the Role
Role Overview
We're looking for a proactive, metrics-driven Talent Acquisition & Employer Branding Manager to own end-to-end recruitment and employer brand strategy for YourParts. You'll lead sourcing, assessment, and hiring for mid-to-senior roles across engineering, operations, sales, and corporate functions, while building a powerful employer brand that attracts top talent and reflects our company culture and values.
Key Responsibilities
Talent Acquisition (60%)
Own full-cycle recruitment for assigned functions and seniority levels: role intake, sourcing, screening, interviewing, offer management, and onboarding handover.
Develop and execute creative sourcing strategies (direct sourcing, talent pools, referrals, university partnerships, events, recruitment agencies) to build pipelines for hard-to-fill and high-volume roles.
Manage relationships with hiring managers — coach on role definition, interview structures, candidate assessment, and compensations to ensure efficiency and quality-of-hire.
Build and maintain an ATS-driven process (configure workflows, candidate nurturing, reporting).
Use data and hiring metrics (time-to-fill, quality-of-hire, source effectiveness, diversity metrics) to continuously improve recruitment performance.
Coordinate campus and graduate hiring programs where applicable.
Employer Branding & Candidate Experience (30%)
Develop and deliver an employer branding strategy that elevates YourParts' reputation in the talent market and aligns with marketing and product narratives.
Create compelling employer content: careers site copy, job ads, social posts, employee stories, videos, and recruitment campaigns in partnership with Marketing/Content teams.
Manage our presence on employer review sites and careers platforms (LinkedIn, Glassdoor, Indeed), monitor sentiment, and implement improvements.
Organize and represent YourParts at industry events, career fairs, meetups, and speaker panels to grow brand awareness and talent pipelines.
Design and optimize candidate experience: timely communication, interview scheduling, feedback processes, and a consistent employer brand touchpoint from application to offer.
People Ops & Stakeholder Management (10%)
Develop recruitment guidelines, scorecards, interview frameworks, and hiring manager toolkits.
Train hiring managers and interviewers on inclusive hiring practices, unconscious bias, and structured interviews.
Work with People Ops to ensure smooth onboarding, retention-focused early engagement, and new-hire experience improvements.
Partner with Compensation & Benefits to ensure market-competitive offers and support offer negotiations when needed.