GRT Financial, Inc. · 3 days ago
Manager of Talent Acquisition
United States
Full-time
Remote
Senior Level
$90K/yr - $115K/yr
5+ years expGRT Financial, Inc. is a company focused on helping individuals regain financial stability. The Talent Acquisition Manager leads the recruiting team to attract and hire top talent, overseeing the entire recruitment cycle and optimizing processes to align with organizational goals.
ConsultingDebt CollectionsFinanceFinancial Services
Hiring Manager
Donovan Parish, MSHRM, SPHR, SHRM-SCP, GPHR
Responsibilities
Develop and execute HR strategies that align with organizational objectives across all companies in the portfolio
Own recruiting spend by evaluating sourcing options strategically, leveraging low- and no-cost channels before paid advertising, and ensuring all recruiting investments deliver measurable value and efficiency
Own the recruiting function end-to-end, with full accountability for outcomes, execution, and continuous improvement
Identify recruiting challenges, inefficiencies, and risks early; diagnose root causes and drive solutions without waiting for direction or escalation
Serve as the primary point of accountability for recruiting performance, ensuring issues are addressed, resolved, and communicated through completion
Demonstrate strong judgment in determining when escalation is necessary, only after exhausting available resources and developing clear recommendations
Develop and execute recruiting strategies aligned to business goals, growth plans, and workforce needs
Partner with senior leadership, HR, and hiring managers to translate workforce plans into actionable recruiting priorities
Own intake rigor, role clarity, and hiring plans to prevent outdated, misaligned, or reactive recruiting activity
Build and maintain robust talent pipelines for critical and hard-to-fill roles
Design, document, and enforce standardized recruiting processes that eliminate fragmented, inefficient, or individualized ways of working
Ensure recruiters and sourcers consistently follow defined workflows, tools, and expectations
Continuously assess recruiting processes to eliminate wasted effort, duplication, and low-value administrative work
Revamp recruiting operations as needed to improve speed, quality, consistency, and candidate experience
Hold the team accountable for adherence to processes, timelines, and standards
Define, establish, and own clear team goals and performance metrics (e.g., time-to-fill, cost-per-hire, candidate quality, hiring manager satisfaction)
Establish a consistent reporting cadence that provides leadership with clear, data-driven insights—not anecdotal updates
Use data to identify performance gaps and operational bottlenecks and take corrective action proactively
Hold recruiters and sourcers accountable for both results and disciplined execution
Act as functional owner of the ATS and recruiting tools, ensuring consistent, effective usage across the team
Identify opportunities to automate administrative or low-value tasks while intentionally preserving activities that require human judgment due to compliance, candidate experience, or business impact
Partner with HR, Operations, and Technology to implement system improvements that increase efficiency and data integrity
Ensure systems support compliance, reporting, and scalability rather than creating friction or inconsistency
Lead with authority and presence, setting clear expectations and holding the team accountable for execution, ownership, and follow-through
Develop recruiters and sourcers into proactive, strategic contributors, who contribute solutions to others
Coach the team on strategic thinking, problem-solving, and professional judgment in workforce planning and candidate selection
Foster a culture of trust, clarity, and accountability while reinforcing appropriate escalation protocols
Ensure recruiting remains stable, disciplined, and effective during periods of change or transition
Maintain a thorough understanding of and compliance with all federal and state regulations, including the Fair Debt Collection Practices Act (FDCPA), Telephone Consumer Protection Act (TCPA), company policies, and internal Standard Operating Procedures to ensure ethical and compliant client interactions
Thorough knowledge of applicable Company and departmental policies and procedures as well as the willingness to learn and follow any policy or procedure that may be introduced in the future
Maintain an open line of communication with Management
Ensure and maintain the confidentiality of all personnel, client, and company information
Maintain a positive and professional demeanor during all interactions with clients, fellow employees, and vendors
Ability to accept performance feedback in a professional manner
Regular attendance and arriving on time to all scheduled shifts and mandatory meetings
Other duties as assigned
Qualification
Required
Proven experience in recruitment, with a strong understanding of financial services, legal support, and debt resolution roles
Expertise in managing end-to-end recruitment processes
Proficiency with Applicant Tracking Systems (ATS)
Excellent communication and negotiation skills, with the ability to engage and influence candidates and internal stakeholders
Data-driven approach to decision-making and recruitment strategy optimization
Experience in building and maintaining talent pipelines, using a variety of sourcing channels
Proven human resources experience
Strong organizational and multitasking skills with attention to detail
Ability to work independently in a fast-paced environment while maintaining a strategic focus
Bachelor's Degree required in one of the following fields: Human Resources, Business Administration, Psychology, Communications, or Organizational Development
5–7 years of experience in recruiting or talent acquisition
3–5 years in a supervisory or managerial role
Proven experience with full-cycle recruiting (sourcing to onboarding)
Proven experience with Applicant Tracking Systems (ATS)
Proven experience with employer branding and recruitment marketing
Proven experience with diversity, equity, and inclusion (DEI) hiring strategies
Proven experience with data-driven recruiting and reporting metrics (e.g., time-to-fill, cost-per-hire)
Proven experience with high-volume or specialized recruiting
Preferred
Master's Degree (preferred):
MBA with HR concentration
Master's in Human Resource Management or Industrial/Organizational Psychology
Certifications (preferred):
PHR/SPHR (Professional in Human Resources / Senior Professional in Human Resources)
SHRM-CP/SHRM-SCP (Society for Human Resource Management Certified Professional/Senior Certified Professional)
LinkedIn Certified Professional–Recruiter
Talent Acquisition Strategist (TAS)
Benefits
Medical, dental, and vision coverage
FSA and HSA options
401(k) with employer match
Employer-paid Life, Short-Term, and Long-Term Disability insurance
PTO, holidays, and floating holidays
Wellness and caregiver support
Professional development and education assistance
Access to employee discounts and perks programs
EAP, financial wellness resources, support programs, and training opportunities
Company
GRT Financial, Inc.
GRT Financial, Inc.
51-200 employees
Funding
Current Stage
Growth StageLeadership Team
Marty Hortick
Chief Technology Officer
Daniel Carlson
Chief Financial Officer
Company data provided by crunchbase