Do you love the hunt for great people, the challenge of earning their attention, and the satisfaction of turning a cold prospect into a great hire?
Would you describe yourself as someone who...
- Naturally builds relationships and creates connections, long before there is a requisition to fill?
- Enjoys figuring out where the best talent is hiding and how to reach them?
- Loves the chase of recruiting someone exceptional who was not actively looking for a new opportunity?
- Challenges conventional recruiting approaches when they're not producing great results?
- Gets a little competitive about landing great talent?
If this sounds like you, this is your opportunity to find exceptional people, earn their interest, and connect them to work worth saying yes to!
Why this Role MattersWe don't want to wait for great people to apply. We want to go find them, build the relationship, create the opportunity, and give them a compelling reason to choose CCFW.
As
Director of Talent, you'll build a proactive talent engine from the ground up, developing networks and pipelines, engaging standout prospects, and driving searches from the first conversation through the accepted offer. Your scoreboard isn't just positions filled. It's strong pipelines, great hires, and people who stick.
What's in it for you? You'll have the opportunity to earn a competitive bonus plan based on conversion of prospects + durability of hires.
Top Accountabilities- Prospecting - Build the Talent Market
- Engagement - Create Interest in CCFW
- Pipeline - Build a Ready Talent Bench:
- Conversion/Hire - Turn Talent into Hires
- Retain - Ensure Durable Hires
What will you be doing in your role?- Prospecting: Build the Talent Market
- Proactively identify and source high-quality prospective talent aligned with CCFW current and future workforce needs.
- Develop and execute proactive sourcing strategies for priority, specialized, and difficult-to-fill talent.
- Map relevant talent markets, organizations, professional networks, and community sources to identify where strong prospective talent can be found.
- Build sourcing channels and external relationships that expand CCFW's reach into desired talent pools.
- Maintain a strong understanding of CCFW's approved staffing structure, anticipated talent needs, and priority roles to focus proactive sourcing efforts where they will create the greatest organizational value.
- Engagement: Create Interest in CCFW
- Build relationships with prospective talent and compellingly position CCFW as a place where exceptional people want to work.
- Develop intentional engagement strategies for passive candidates, prospective candidates, referrals, and other priority talent.
- Articulate CCFW's mission, culture, employer value proposition, and career opportunities in ways that resonate with targeted talent.
- Represent CCFW at targeted professional associations, universities, community events, networking opportunities, and other talent-market channels.
- Monitor prospect and candidate feedback to continually strengthen CCFW's positioning in the employment market.
- Pipeline: Build a Ready Talent Bench
- Develop and actively manage a qualified talent pipeline that gives CCFW ready access to strong candidates for positions.
- Establish and maintain talent pools for recurring, critical, difficult-to-fill, and strategically important roles.
- Assess prospective talent for alignment with CCFW's baseline qualifications, mission, culture, and anticipated workforce needs.
- Develop systems and practices for tracking talent relationships, pipeline strength, readiness, and progression.
- Establish pipeline health measures such as qualified prospects, pipeline depth, source effectiveness, and conversion activity.
- Conversion: Turn Talent into Hires
- Drive qualified prospects through the recruitment process and convert prospects into CCFW hires.
- Partner with hiring managers to develop candidate profiles, selection criteria, sourcing strategies, and hiring priorities.
- Develop and execute the recruiting strategy for approved positions, from search launch and candidate identification through selection and accepted offer.
- Actively manage candidate progression, maintaining momentum and addressing barriers that could result in losing strong talent.
- Deliver a differentiated candidate experience that reflects CCFW's mission and culture.
- Develop and monitor recruiting outcomes to continuously improve recruiting effectiveness.
- Retention: Ensure Durable Hires
- Improve the quality and durability of hires by using early-retention outcomes to continually strengthen CCFW's recruiting strategy.
- Establish feedback loops with hiring leaders and the People Team regarding new-hire performance, fit, retention, and early attrition.
- Analyze patterns in early turnover and unsuccessful hires to identify potential sourcing, assessment, expectation-setting, or selection issues.
- Translate post-hire insights into improvements to candidate profiles, sourcing strategies, assessments, and selection practices.
Are You Our Next Director of Talent?- Bachelor's degree in Business Administration, Marketing, Communications, or a related field preferred
- Five or more years of progressively responsible talent acquisition, recruiting, sales, or related experience required
- Demonstrated success proactively sourcing and engaging passive talent, developing candidate pipelines, and converting prospects into successful hires
- Demonstrated ability to build trusted relationships with senior leaders and provide credible counsel on talent availability, candidate quality, selection decisions, and recruiting strategy
- Experience developing and executing sourcing strategies for specialized, difficult-to-fill, leadership, or other priority positions
- Experience with Culture Index or another workplace behavioral assessment tool preferred
- Regular on-site presence and participation in external recruiting, networking, and community events required, including occasional local travel and activities outside normal business hours
Here's the good stuff... - Full-time, salaried position with competitive bonus structure based on results.
- Medical/ Dental/ Vision/ Short Term Disability/ Accident Insurance/ Hospital Indemnity Insurance/ Critical Illness/ ID Shield
- Health Savings Account- CCFW contributes $110 per month.
- 100% Company paid Long Term Disability
- 100% Company paid Basic Life and AD&D Insurance
- 16 paid Holidays (including being closed Christmas Eve through New Years Day)
- Tiered PTO Accrual by tenure:
- Vacation Time- 100 hours in your first year.
- Sick Time- 48 hours in your first year.
- 403(b) with employer match from day one- up to 6%
- 3 weeks paid parental/critical illness leave
- Employee Assistance Program
- CCFW Participates in the Public Service Loan Forgiveness program (PSLF)
- Mentorship Program
- Wellness Program
- Financial Coaching
I'm in! Next stepsWe want to know more about you! To proceed through our process, we need your...
- Completed Application
- Resume
- Culture Index Survey
Apply on our website: https://catholiccharitiesfortworth.org/joinourteam/
Be sure to complete all fields so we know who to contact.
