Position Summary

The Talent Acquisition Manager owns the full candidate journey at Lookout Pest Control, from first sourcing touchpoint through offer, onboarding, and day-one experience. This role is accountable for the requisition lifecycle, job postings, recruiting technology stack, interview coordination, employer brand and employee value proposition (EVP), offer letter execution, drug screen coordination, applicant flow and disposition, the employee referral program, and new-hire entry into ADP. The role also coaches hiring managers on recruiting best practices, coordinates third-party recruiter activity, and supports onboarding during acquisitions. The ideal candidate is both a hands-on recruiter and a process-and-technology-minded operator who continuously improves how Lookout attracts, evaluates, and welcomes talent. This is a hybrid position requiring 3 days in office.

Key Responsibilities

Requisition & Pipeline Management

Manage the full requisition lifecycle in ADP Workforce Now (or applicable ATS), from intake with hiring managers through approval, posting, and closure. Maintain accurate, current job postings across job boards, careers page, and social channels. Build and maintain sourcing pipelines for high-volume and specialized roles (e.g., production technicians, branch management, corporate functions). Manage applicant flow and disposition in collaboration with hiring managers, ensuring timely status updates and compliant recordkeeping.

Candidate Experience & Coordination

Serve as the primary point of contact for candidates throughout the process, ensuring timely, professional communication at every stage. Coordinate interview scheduling across hiring teams, manage interview guides and structured evaluation tools, and ensure a consistent, positive experience regardless of role or location.

Hiring Manager Coaching

Coach hiring managers on recruiting and interviewing best practices, including structured interview techniques, legally compliant questioning, timely candidate feedback, and consistent use of evaluation criteria. Act as a trusted advisor to hiring managers throughout the recruiting lifecycle.

Employer Brand & EVP

Develop and maintain Lookout's employee value proposition and employment branding across job postings, careers page, social media, and recruiting collateral. Partner with marketing and leadership to ensure brand consistency and to position Lookout competitively against other employers in pest control and adjacent trades/home services.

Employee Referral Program

Own the employee referral program end-to-end, including promotion, and continuous improvement to drive employee-sourced hires.

Third-Party Recruiter Coordination

Serve as the primary point of contact for third-party/agency recruiters, coordinating search activity, candidate submissions, and fee agreements in support of hard-to-fill or specialized roles.

Offer & Pre-Employment Process

Prepare and extend offer letters in coordination with HR and hiring managers, ensuring accuracy and compliance. Manage pre-employment requirements including drug screens, background checks, and MVR checks, tracking completion and resolving issues that arise.

Onboarding & Day-1 Experience

Own the new hire experience from offer acceptance through day one, including accurate and timely entry of new hires into ADP. Ensure paperwork and orientation are coordinated and ready. Partner with People Operations and branch leadership to ensure a smooth, welcoming first day and first week. Assist with onboarding logistics and integration of new employees during company acquisitions, coordinating closely with HR and operations leadership.

Technology & Process Improvement

Evaluate, implement, and optimize recruiting technology (ATS, sourcing tools, scheduling tools, AI-assisted recruiting platforms) to improve efficiency and candidate quality. Identify and implement recruiting best practices, including structured interviewing, data-driven sourcing strategies, and process metrics (time-to-fill, source of hire, offer acceptance rate, candidate satisfaction). Build and maintain recruiting dashboards and reporting to inform leadership decisions.

Compliance & Documentation

Ensure recruiting and pre-employment practices comply with applicable federal and Georgia state law, including E-Verify, EEO/OFCCP recordkeeping where applicable, and consistent application of selection criteria. Maintain accurate, audit-ready documentation throughout the hiring process.

Qualifications

Bachelor's degree in Human Resources, Business, or related field, or equivalent experience
4+ years of progressive talent acquisition experience, ideally including high-volume and field/operations hiring
Demonstrated experience managing an ATS (ADP Workforce Now preferred) and evaluating/implementing recruiting technology
Experience managing third-party recruiter relationships and referral programs
Strong project management skills with the ability to manage multiple open requisitions and stakeholders simultaneously
Experience developing employer branding or EVP content
Working knowledge of employment law as it relates to hiring, screening, and onboarding (E-Verify, background check regulations, MVR review)
Excellent written and verbal communication skills, with a service-oriented approach to both candidates and hiring managers
Experience supporting M&A-related onboarding or workforce integration a plus
PHR/SHRM-CP or similar credential a plus

What Success Looks Like

A candidate experience that is fast, consistent, and reflects Lookout's brand at every touchpoint; reduced time-to-fill and improved quality-of-hire metrics; hiring managers who recruit confidently and consistently; a thriving referral program; and new hires (including those from acquisitions) who arrive on day one fully set up and welcomed.