Position Summary

PopStroke is seeking a resourceful, relationship-driven Talent Acquisition Manager to lead recruiting across our rapidly growing organization. This highly visible, hands-on role is ideal for someone who thrives in an entrepreneurial environment, moves with urgency, and enjoys building structure while actively recruiting exceptional talent.

The Talent Acquisition Manager will own the full recruiting lifecycle across Corporate, Venue Operations, Hospitality, Sales, Marketing, Technology, Development, and other key functions. This individual will balance recruiting strategy with day-to-day execution, serving as a trusted advisor to hiring leaders while ensuring candidates receive consistent and professional experience.

Reports To: Chief People Officer
Location: Dallas, Texas
Work Arrangement: Full-Time, In Office

Key Responsibilities

Recruiting & Talent Acquisition

Own assigned searches from intake through accepted offer, keeping each process organized and moving efficiently.

Partner with hiring managers to understand the role, business need, ideal candidate profile, experience requirements, and success measures before launching a search.

Develop recruiting strategies for each opening, including sourcing approach, target companies, candidate profile, and interview process.

Maintain strong candidate pipelines across Corporate, Venue Leadership, Operations, Sales, Marketing, Hospitality, Technology, and other key functions.

Conduct initial candidate interviews and provide clear recommendations and candidate summaries to hiring managers.

Proactively source passive candidates for difficult-to-fill and high-priority positions.

Utilize LinkedIn, Indeed, referrals, networking, direct sourcing, and other channels to identify strong candidates.

Build targeted sourcing strategies rather than relying solely on inbound applicants.

Develop relationships with prospective candidates and maintain pipelines for recurring and business-critical roles.

Maintain consistent communication with candidates throughout the recruiting process and ensure timely updates, feedback, and next steps.

Interview & Selection Process

Build and coordinate interview schedules, including individual interviews, leadership interviews, and interview panels.

Determine the appropriate interview team and interview sequence in partnership with hiring managers.

Prepare interviewers so each person understands what they are assessing and avoids unnecessary duplication across interviews.

Develop interview questions and evaluation criteria aligned to the role.

Facilitate interview debriefs and help hiring teams reach clear, timely hiring decisions.

Identify gaps or inconsistencies in candidate feedback and push teams toward thoughtful, evidence-based decisions.

Ensure hiring processes move quickly and candidates do not stall between stages.

Coach hiring managers on interviewing, candidate assessment, selection, and candidate experience.

Teach leaders how to conduct effective, consistent, and legally appropriate interviews.

Hiring Manager Partnership

Serve as a trusted recruiting partner to leaders across the organization.

Set clear expectations with hiring managers around responsiveness, interview feedback, and decision timelines.

Provide candid market feedback when compensation, experience requirements, location, or other expectations are limiting the candidate pool.

Help leaders distinguish between "nice to have" and truly critical requirements.

Build accountability and consistency into the hiring process without adding unnecessary bureaucracy.

Provide hiring leaders with relevant market insights and recommendations based on candidate activity and the competitive talent landscape.

Partner with leaders to identify new and creative ways to attract talent while monitoring recruiting spend and effectiveness.

Recruiting Operations & Visibility

Maintain accurate, current information on every open requisition and candidate.

Provide regular recruiting updates to the Chief People Officer and hiring leaders.

Track recruiting activity and results, including time to fill, candidate pipeline, source effectiveness, offer acceptance, and recruiting spend.

Identify positions that are stalled and proactively drive action.

Ensure job postings, interview processes, candidate communications, and offers reflect a consistent PopStroke experience.

Partner with the People team to ensure a seamless transition from candidate to new hire and onboarding.

Maintain organized recruiting processes, systems, and documentation to support visibility and accountability across the organization.

Qualifications

Due to scheduling requirements, operating hours, and compliance considerations, this role requires candidates to be 18 years of age or older.

5+ years of progressive corporate recruiting or talent acquisition experience, preferably in a fast-paced, multi-location, or high-growth organization.

Experience independently managing multiple requisitions across different functions and levels.

Strong experience conducting candidate interviews and assessing talent beyond the resume.

Demonstrated ability to source passive candidates and build strong talent pipelines.

Experience partnering with and coaching hiring managers throughout the recruiting process.

Strong judgment and confidence to challenge a hiring manager when needed.

Exceptional organization and follow-through with the ability to manage multiple searches simultaneously.

Excellent written and verbal communication skills.

Strong sense of urgency and comfort operating in an environment where priorities can change quickly.

Experience with applicant tracking systems, LinkedIn Recruiter, Indeed, and other recruiting and sourcing platforms.

Ability to provide thoughtful market feedback and make recommendations based on recruiting data and candidate activity.

Hospitality, restaurant, entertainment, retail, or multi-unit experience is a plus.

What Success Looks Like

Hiring managers know exactly where their searches stand without having to ask.

Candidates move through the process quickly and receive consistent communication.

Leaders are better prepared and more effective interviewers.

Open positions have clear recruiting strategies and healthy candidate pipelines.

Hiring decisions are made with greater consistency, urgency, and confidence.

Recruiting spend is thoughtful and targeted rather than dependent on repeatedly boosting job postings.

The Chief People Officer can remain focused on executive and strategic talent decisions without having to personally manage the day-to-day recruiting process.

PopStroke consistently hires people who raise the talent bar and strengthen our culture.