Lead, Talent Acquisition

The Talent Acquisition Lead is responsible for end-to-end recruitment excellence, delivering high quality talent through consultative partnerships with hiring managers and proactive, transparent communication throughout the hiring process. Build knowledge of CPI departments and products related to the hiring process, including the ability to translate business and product needs into clear role requirements, assess candidate fit, and support hiring decisions that align with CPI’s strategy and customer impact. 

Talent Acquisition Strategy & Talent Sourcing 

• Build, implement, and continuously improve the Talent Acquisition function, including recruitment processes, sourcing strategies, systems, and external & internal vendor partnerships 

• Lead intake and job scope meetings with hiring managers to clarify role requirements, success criteria, and hiring strategies 

• Provide relevant labor market data and recommendations to guide candidate requirements and sourcing approaches 

• Develop and execute recruitment marketing and sourcing plans aligned with position needs 

• Source candidates through resume databases, search engines, networking platforms, and referrals 

• Build and maintain strong internal and external talent pipelines 

Candidate Engagement & Experience 

• Engage candidates using a mix of communication channels (phone, email, social media, etc.) 

• Clearly articulate CPI’s value proposition and the opportunity to prospective candidates 

• Prepare candidates for interviews by providing guidance on logistics, expectations, and professional presence 

• Deliver timely, proactive communication to candidates throughout the recruitment process 

• Leverage the Office and HR Coordinator for scheduling and other admin tasks 

Candidate Assessment & Selection 

• Review and evaluate applications and resumes within the Applicant Tracking System (ATS) 

• Conduct and assess phone screens and skillsbased evaluations aligned to job requirements 

• Compare candidate qualifications to role needs and determine appropriate next steps 

• Conduct post-interview debriefs with interviewers and hiring managers 

• Manage interview documentation and notes within the ATS 

• Initiate and review background checks and reference information 

Hiring Partnership & Offer Support 

• Knowledge of CPI departments and products 

• Partner with hiring managers to keep searches moving forward and candidates engaged 

• Support offer development by providing market data, compensation guidance, and internal equity considerations 

• Assist with cost forecasting and recruiting related reporting 

Reporting and Data-Sharing 

• Use recruiting technology (ATS and reporting tools) to generate, analyze, and share accurate talent acquisition metrics with stakeholders. 

• Translate recruiting data into clear, actionable insights through concise reports and summaries that inform hiring decisions. 

• Maintain data accuracy and consistency across HR systems to enable timely, transparent reporting of key hiring data. 

Service Excellence & Continuous Improvement 

• Create accurate and timely job descriptions, job postings, and offer letters 

• Provide regular recruiting metrics and activity updates to stakeholders 

• Identify challenges within searches and recommend solutions 

• Communicate search status proactively with hiring managers, offering consultative guidance 

• Participate in talent management initiatives, change management efforts, and continuous improvement activities 

• Support the implementation and communication of HR policies and procedures 

• Perform other position related duties as assigned Bachelor’s degree in human resources, Business Administration, or related discipline, or equivalent experience 

• 3+ years of experience in corporate or agency recruiting  

• 3+ years of experience using Applicant Tracking Systems (ATS)  

• 3+ years of experience with sourcing tools and platforms Demonstrated strong sourcing expertise, including hands‑on experience leveraging multiple sourcing channels, tools, and strategies to build diverse, high‑quality candidate pipelines 

• Working knowledge of employment laws related to recruitment and compliance  

• Working knowledge of compensation practices and offer development  

• Strong communication, facilitation, problemsolving, and interpersonal skills  

• High attention to detail, sound judgment, and a strong sense of urgency  

• Proven ability to collaborate, build trust, and manage multiple priorities  

• High level of discretion when handling confidential information  

• Strong systems aptitude, particularly with recruitment technologies  

• Proficiency with Microsoft Outlook, Word, Excel, PowerPoint, and Teams 

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