Manager, Talent Acquisition

EXO Inc. has been protecting public infrastructure across the U.S. since 2009. Without consistent maintenance and quality assurance, critical assets face a growing risk of failure over time. EXO delivers engineering, inspection, and remediation services for lighting poles, transmission towers, and other infrastructure exposed to ongoing wear from usage, aging, and environmental conditions. With deep expertise in vertical infrastructure, EXO builds on years of engineering design and fabrication experience across utilities, telecom, transportation, and retail sectors. This foundation supports a comprehensive inspection and asset management approach that addresses both new installations and aging structures requiring immediate attention. Recognizing that full replacement is often impractical due to cost and safety constraints, EXO developed its Ex-Tend approach to manage assets throughout their entire life cycle. From initial quality assurance to ongoing inspection and targeted repairs, this method is designed to extend service life and improve reliability. Supported by data-driven insights, EXO helps clients monitor asset conditions and make informed, strategic decisions. Position Overview: The Talent Acquisition Manager is responsible for leading and executing the companys talent acquisition strategy while managing a team of recruiters and remaining actively involved in recruiting efforts. This position oversees the full recruiting lifecycle, from workforce planning and sourcing through candidate selection, offer negotiation, and onboarding. The Talent Acquisition Manager will lead the development of proactive candidate pipelines for critical and hard-to-fill positions, establish effective sourcing strategies, monitor recruiting performance, and provide meaningful analytics and reporting to company leadership. This is a hands-on leadership role that requires the ability to both manage a recruiting team and personally recruit high-priority positions. The ideal candidate is an experienced recruiter and people leader who understands how to build scalable recruiting processes while maintaining a strong focus on candidate quality, speed, hiring manager satisfaction, and overall recruiting effectiveness. Key Responsibilities Talent Acquisition Leadership Lead, manage, coach, and develop the companys recruiting team.Establish recruiting priorities, workload assignments, performance expectations, and recruiting goals for recruiters.Develop and implement talent acquisition strategies aligned with current and anticipated business needs.Establish consistent recruiting processes, standards, and best practices across the organization.Monitor recruiter performance and provide regular coaching, feedback, and development.Ensure recruiters maintain accurate and timely information within the applicant tracking system.Partner with Human Resources and leadership to identify workforce needs and recruiting priorities.Continuously evaluate and improve the companys recruiting processes, tools, technology, and sourcing strategies. Hands-On Recruiting Personally manage recruitment for key, specialized, leadership, technical, or difficult-to-fill positions.Conduct full-cycle recruiting activities, including intake meetings, sourcing, screening, interviewing, candidate evaluation, offer negotiation, and coordination of onboarding.Partner with hiring managers to understand position requirements, technical qualifications, cultural fit, and hiring priorities.Develop effective recruiting strategies for positions with limited candidate availability.Maintain a high level of engagement with candidates throughout the recruiting process.Serve as a recruiting subject matter expert and resource for hiring managers and recruiters.Help recruiters overcome sourcing challenges and develop creative approaches to identifying qualified candidates. Candidate Sourcing & Pipeline Development Develop proactive sourcing strategies to identify qualified candidates before positions become available.Build and maintain talent pipelines for critical positions, high-volume roles, specialized technical positions, and anticipated workforce needs.Utilize LinkedIn, job boards, professional associations, industry networks, employee referrals, recruiting databases, social media, schools, trade programs, and other sourcing channels.Develop relationships with passive candidates and maintain ongoing communication with high-potential talent.Establish talent pools by job function, geographic market, skill set, and level of experience.Research labor markets and identify emerging talent sources and recruiting opportunities.Develop relationships with colleges, universities, trade schools, professional organizations, and other talent sources where appropriate.Evaluate sourcing channels based on candidate quality, cost, conversion rates, and hiring outcomes. Recruiting Analytics & Reporting Develop and maintain recruiting dashboards and reports to measure departmental performance.Track and analyze key recruiting metrics, including but not limited to: o Time-to-fill o Time-to-hire o Applicants per opening o Qualified candidates per opening o Interview-to-offer ratio o Offer acceptance rate o Source of hire o Cost per hire o Recruiter activity and productivity o Candidate pipeline volume o Aging requisitions o Hiring manager satisfaction o New-hire retention and quality-of-hire indicators Provide regular recruiting reports and insights to HR and executive leadership.Identify recruiting trends, bottlenecks, and areas of opportunity through data analysis.Use recruiting data to recommend changes to sourcing strategies, staffing levels, recruiting resources, and processes.Establish departmental goals and KPIs and monitor performance against those goals.Develop forecasting and pipeline reporting to help leadership understand upcoming hiring capacity and talent availability. OFCCP, Affirmative Action & EEO Compliance Own and oversee the companys Affirmative Action and OFCCP compliance program, serving as the primary internal resource for affirmative action, applicant tracking, and federal contractor employment compliance.Lead the development, preparation, implementation, maintenance, and administration of the companys written Affirmative Action Plan (AAP) and all supporting analyses, documentation, and required compliance initiatives.Ensure the companys recruiting and selection practices are structured and administered in accordance with OFCCP, EEO, affirmative action, Internet Applicant, recordkeeping, and applicable federal, state, and local requirements.Provide oversight and governance of the companys Applicant Tracking System (ATS), ensuring applicant data, candidate activity, disposition codes, job postings, referral sources, interview activity, and selection information are accurately captured and maintained.Establish and enforce standardized applicant tracking, disposition, selection, and recordkeeping procedures to ensure the integrity and auditability of recruiting data.Monitor applicant flow and recruiting activity to identify potential adverse impact, selection disparities, or other compliance risks, and develop recommendations and corrective actions as appropriate.Oversee the collection, maintenance, and analysis of data required for AAP development, utilization analysis, availability analysis, applicant flow, hiring, promotion, termination, compensation, and other required compliance reporting.Manage the companys compliance with required EEO/AA self-identification processes, notices, postings, outreach, and affirmative action obligations.Serve as the primary point of contact for OFCCP audits, compliance evaluations, investigations, and requests for information, coordinating responses and documentation with executive leadership, HR, legal counsel, and external advisors as appropriate.Establish internal controls and audit processes to regularly evaluate AAP compliance, recruiting practices, ATS data integrity, record retention, and adherence to established procedures.Partner with Talent Acquisition, HR, hiring managers, and leadership to ensure recruiting practices consistently align with the companys affirmative action and equal employment opportunity obligations.Maintain current knowledge of OFCCP regulations, federal contractor requirements, affirmative action obligations, and related employment regulations, proactively evaluating regulatory changes and implementing necessary updates to policies, systems, and processes.Maintain complete and accurate compliance records in accordance with applicable OFCCP and federal recordkeeping requirements, ensuring documentation is readily available for internal and external audits.Provide leadership with regular compliance reporting, workforce analytics, and risk assessments, including recommendations to address identified gaps and strengthen the companys overall compliance program. Hiring Manager Partnership Establish strong working relationships with hiring managers throughout the organization.Assist hiring managers in defining realistic qualifications, compensation expectations, and candidate profiles.Provide hiring managers with regular updates on candidate pipelines and recruiting activity.Advise managers on market conditions, candidate availability, compensation competitiveness, and recruiting timelines.Help ensure hiring decisions are made efficiently while maintaining appropriate selection standards.Establish service-level expectations for recruiting and hiring-manager communication. Employer Branding & Recruiting Strategy Support the development and execution of the companys employer brand and employee value proposition.Identify opportunities to improve the companys visibility within target talent markets.Partner with HR and Marketing to enhance job postings, career-site content, recruiting communications, and employment marketing.Develop strategies to increase employee referrals and other low-cost, high-quality recruiting channels.Monitor competitor recruiting activity and labor-market trends.Identify opportunities to strengthen the companys reputation and competitiveness as an employer.