Talent Acquisition Partner

About the role

You keep multiple searches moving at once without dropping the ball. You read people quickly, turn tense conversations civil, and get candidates and hiring managers to cooperate even when they’re not naturally aligned.

You’re the one who networks without being asked, keeps information flowing, and steps into the center of the action when a role needs momentum. Titles, recognition, and visible wins matter to you — and you deliver them.

You prefer working with people over sitting alone with data. You test trust carefully, then go all-in once it’s earned. Fast-moving, social, and good at spinning plates.

If you want quiet, technical, or purely transactional work, look elsewhere.

If you want to own the relationships that fill roles and be recognized for it — apply.

INTERESTED? GET AHEAD AND START HERE: Talent Acquisition Assessment

What you'll do

• Partner with leaders across SWAG’s five distribution centers and business functions to understand hiring needs, priorities, and workforce plans.
• Lead full-cycle recruiting for exempt and nonexempt roles, from hourly distribution center positions to professional, sales, and leadership roles.
• Build strong candidate pipelines for high-volume, high-turnover, and hard-to-fill positions using job boards, referrals, community partnerships, workforce programs, hiring events, and direct sourcing.
• Keep the hiring process moving. Coordinate hiring-manager interviews within 48 hours after HR screening when possible, and follow up on delays that could cause candidates to lose interest.
• Give candidates a responsive, respectful experience through timely communication and clear next steps.
• Coach hiring managers on structured interviews, job-related selection criteria, realistic job previews, and timely feedback.
• Maintain accurate requisition and candidate records in Rippling and other approved recruiting tools.
• Track recruiting activity, hiring outcomes, and early-tenure retention; share trends and recommendations with HR and Operations.
• Represent SWAG at hiring events and build connections that support our ongoing recruiting needs.
• Follow applicable employment laws and company practices related to fair hiring, accommodations, candidate privacy, and recordkeeping.

Qualifications

• Required: Hands-on recruiting experience in a manufacturing environment, distribution center, warehouse, or closely related operation.
• Required: Experience recruiting for high-volume hourly roles in a high-turnover environment.
• Experience recruiting for both nonexempt positions and professional, exempt, or leadership roles.
• Ability to manage multiple openings and build effective partnerships with hiring managers across locations.
• Strong sourcing, screening, interviewing, candidate follow-up, and offer coordination skills.
• Experience using an applicant tracking system or HRIS and online recruiting tools; Rippling experience is a plus.
• Clear communication, sound judgment, strong organization, and the ability to handle confidential information.
• Ability to travel to SWAG facilities and recruiting events as business needs require.
• A bachelor’s degree in Human Resources, Business, or a related area is preferred; equivalent relevant experience may be considered.

Key Performance Indicators

• Time to fill: Fill hourly and high-volume roles within 30 calendar days and exempt or professional roles within 45 calendar days, measured from approved requisition to accepted offer.
• Interview speed: Coordinate hiring-manager interviews within 48 hours after HR screening when possible; track and escalate delays.
• Candidate communication: Provide a status or next-step update within two business days after each recruiting stage, or share an updated timeline.
• Hiring quality and retention: Track 30-, 60-, and 90-day retention by role and facility; identify recurring early exits and recommend quarterly improvements.
• Recruiting records: Maintain complete, accurate records and required approvals for active requisitions and candidate selections in the approved system.
• Pipeline and reporting: Review open requisitions and candidate pipelines with hiring leaders weekly; report recruiting activity and source effectiveness monthly.

ADA and Equal Opportunity

Southwest Accessory Group is an equal opportunity employer. The essential functions of this position may be performed with or without reasonable accommodation. SWAG will provide reasonable accommodations to qualified individuals with disabilities unless doing so would create an undue hardship, in accordance with applicable law. Applicants and employees who need an accommodation during the application or employment process may contact Human Resources.