About the Job

The Director of Talent Acquisition & Employee Experience is a strategic leadership role responsible for shaping how DATTCO attracts, hires, and retains exceptional talent. This leader owns the full talent acquisition function while also stewarding the company’s employer brand, candidate experience, and employee value proposition, ensuring that every touchpoint reflects the authentic story of what makes DATTCO a compelling place to build a career.

This role elevates hiring from a transactional process to a strategic advantage. The Director operates at the intersection of brand, culture, and execution, defining the narrative of why people should work here, improving the quality of candidates who enter the pipeline, and ensuring the experience promised during recruiting is one that employees actually live once they join.

The role requires a sophisticated leader who can champion employer brand, build a culture of accountability within the recruiting function, and support all initiatives related to the employee lifecycle.

Employer Brand & Employee Value Proposition

• Define, develop, and continuously evolve DATTCO’s employer brand, ensuring it authentically reflects the company’s culture, values, and growth opportunities.

• Serve as the internal guardian of the story told about why people should work here, ensuring consistency and integrity across all recruiting channels, job postings, social media, career pages, and candidate communications.

• Partner with Marketing and senior leadership to articulate a compelling Employee Value Proposition (EVP) that resonates with target talent audiences.

• Champion DATTCO as an employer of choice in the markets and industries we serve, building awareness and prestige in the talent marketplace.

• Monitor competitor employer brands and industry trends to ensure DATTCO’s positioning remains distinctive and competitive.

Talent Acquisition Strategy and Execution

• Lead and manage the full-cycle recruiting function, ensuring the company’s hiring needs are met with speed, quality, and cost-effectiveness.

• Develop and implement a forward-looking talent acquisition strategy aligned with business growth and workforce planning.

• Drive improvements in candidate quality by raising sourcing standards, refining job requirements, and deploying targeted recruitment marketing.

• Oversee sourcing strategies for both active and passive candidates across all levels, including executive search.

• Partner with hiring managers across the organization to understand workforce needs, improve hiring processes, and build strong talent pipelines.

• Lead the evaluation, administration, and optimization of applicant tracking systems and related technology.

Candidate and Employee Experience

• Design and champion an exceptional candidate experience from first contact through offer, ensuring every interaction reflects the company’s brand and values.

• Identify and eliminate friction points in the hiring journey to improve speed, transparency, and candidate satisfaction.

• Partner with HR and operational leadership to ensure that the experience promised during recruiting is delivered once employees join the company.

• Develop onboarding insights and feedback loops that connect recruiting outcomes to early employee engagement and retention.

Team Leadership and Development

• Hire, manage, coach, and develop a high-performing recruiting team with a culture of accountability, continuous learning, and excellence.

• Set clear performance expectations and metrics; foster a team environment that is proactive, collaborative, and data-informed.

• Serve as a thought leader and internal center of expertise on all matters of talent acquisition and development.

Analytics, Operations and Continuous Improvement

• Develop and monitor talent acquisition metrics and KPIs, including time-to-fill, quality of hire, offer acceptance rates, source effectiveness, and cost-per-hire.

• Use data and analytics to drive decisions, identify gaps, and demonstrate the business impact of the talent function.

• Manage vendor relationships, job advertising platforms, and recruiting-related budget with a focus on ROI.

• Create, promote, and administer hiring-related bonus and referral programs.

• Ensure all recruiting practices comply with applicable federal, state, and local employment laws and regulations.

• Write compelling job postings and manage internal and external advertising.

• Bachelor’s degree in Human Resources, Business, Communications, or a related field required.

• MBA or advanced degree in Organizational Leadership, Human Resources, or a related discipline preferred.

• 7–10+ years of progressive talent acquisition experience, including demonstrated success in employer branding, recruitment marketing, or candidate experience design.

• 3+ years of people management experience with proven ability to hire, coach, and develop recruiting professionals.

• Demonstrated success building or elevating an employer brand, including EVP development, career site content, and social presence.

• Strong strategic thinking with the ability to translate business needs into talent strategies.

• Excellent verbal and written communication skills; ability to craft compelling narratives for diverse audiences.

• Proficiency with applicant tracking systems, LinkedIn Talent Solutions, and modern sourcing tools.

• Analytical mindset with the ability to use data to drive decisions and demonstrate recruiting ROI.

• Strong relationship-building skills across employees, managers, candidates, and external partners.

• Working knowledge of applicable federal, state, and local employment laws and regulations.

• Experience in transportation, fleet, dealer, or high-volume industries preferred.

• Industry certifications such as SHRM-CP, SHRM-SCP, or PHR preferred.

Qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability, protected veteran status and any other protected classes.