Talent Acquisition Manager

About Us

Vertex Service Partners is a home improvement services company focused on residential roofing and other exterior services across the United States. Backed by Alpine Investors, a top-decile private equity fund with $4.0 billion of committed capital, Vertex is building a best-in-class national platform. Our company is built on our core values— servant leadership, unwavering character, a growth mindset, persistence, empowerment, pace, and fun —and guided by three pillars: being the Employer of Choice , Partner of Choice , and Contractor of Choice . We offer transformative support in operations, marketing, training, talent, finance, and technology, all while preserving the autonomy of local brands.

Position Summary

The Talent Acquisition Manager will lead Vertex's recruiting team and own our end-to-end hiring function across field and corporate roles nationwide. This is a high-impact leadership role for someone who is equally comfortable building process, coaching recruiters in high volume positions, presenting data to senior leadership, and rolling up their sleeves on hard-to-fill searches. You will be responsible for time-to-fill performance, team engagement, source spend optimization, and the quality of every candidate experience we deliver.

Key Responsibilities

Process Design ATS Ownership: Build and maintain Greenhouse as Vertex's system of record — including pipeline stages, job templates, scorecards, integrations, and reporting. Ensure data accuracy and team hygiene standards that enable clean reporting and real-time visibility into recruiting activity.

Team Leadership Accountability: Lead, coach, and develop a team of recruiters across two distinct hiring motions: high-volume partner-based field recruiting and longer-cycle corporate and professional search. Set clear performance standards, deliver direct feedback, and invest in individual career development.

Data-Driven Decision Making: Own the weekly and monthly TA dashboard — pipeline health, funnel conversion, time-to-fill, source ROI, and recruiter-level performance. Use data to drive real decisions: when to accelerate, when to pause, and when to escalate.

Sourcing Budget Optimization: Actively manage Indeed sponsorship ROI (adjusting bids, pausing underperformers, reallocating to high-ROI roles). Pilot and measure creative sourcing channels — referral programs, trade associations, community networks, and niche boards. No spend continues without measurable justification.

Partner Recruiting Calendar: Own the high-volume partner recruiting calendar across all regions. Ensure recruiter capacity, pipeline readiness, and job posting activation are aligned to each partner start date; flag risks to fill targets with enough lead time to course-correct.

Senior Stakeholder Partnership: Participate in monthly TA reviews presenting pipeline KPIs, P L, and vendor spend to the VP of People, President, and FP A. Surface proactive insights on hiring health and make recommendations with data behind them.

Candidate Experience: Partner with field HR and operations teams to ensure a consistent, high-quality candidate experience. Own the handoff from offer acceptance to onboarding and close feedback loops that improve both sourcing quality and retention outcomes.

Key Outcomes

≤ 60-day time to fill for standard VPS roles (job approval to offer acceptance); ≤ 90 days for leadership roles

85%+ offer acceptance rate (excluding background check failures)

Team eNPS of 70+ and Hiring Manager NPS of 70+

Real-time visibility into open req pipeline, funnel conversion rates, and recruiter capacity at all times

All Indeed sponsorship and vendor spend actively managed with measurable ROI justification

Qualifications Characteristics

Required:

5+ years of full-cycle recruiting experience, including 2+ years leading or mentoring a TA team

Hands-on Greenhouse experience as a system owner — not just a user. You've built templates, configured stages, set up scorecards, and held a team accountable to hygiene standards

Demonstrated success running both high-volume recruiting and professional corporate search simultaneously. Track record of building and presenting recruiting dashboards (pipeline health, funnel conversion, source ROI) and using them to make real decisions

Experience owning or managing a recruiting budget, Indeed sponsorship, or vendor spend with accountability for ROI

Strong direct communication skills — you give timely, honest feedback to your team and are direct with hiring managers when something isn't working

Preferred:

Experience in a PE-backed, high-growth, or multi-site services environment

Familiarity with field/trades recruiting (roofing, construction, home services, or similar)

Experience presenting to executive leadership or participating in monthly P L reviews

Compensation Benefits Disclosure

Compensation for this role may be provided as hourly pay, salary, commission, piece-rate, bonuses, incentives, or a combination of the…