Talent Acquisition Manager

Spring Footwear Corporation | Pompano Beach, FL | Onsite Reports directly to: CEO & COO

Build the Team Behind Spring Footwear's Next Chapter of Growth

Since 1991, Spring Footwear Corporation has built a diverse portfolio of footwear brands and long-standing relationships with retailers throughout the United States.

Our business is primarily B2B wholesale, supported by relationships with specialty retailers, department stores, and other national and regional accounts. At the same time, our Direct-to-Consumer business is growing rapidly through ecommerce, marketplaces, and our expanding retail store network.

Today, Spring Footwear operates a multi-channel business that includes:

• A substantial B2B wholesale organization
• Growing ecommerce and digital businesses
• Marketplace operations
• Approximately 15 retail stores across multiple states 
• Corporate headquarters in Pompano Beach, Florida 
• Distribution and fulfillment operations in Pompano Beach

As the company continues to grow and evolve, we are seeking an experienced, highly motivated Talent Acquisition Manager to help us attract, hire, and retain exceptional people across every part of the organization.

With more than 20 active open positions, this is a highly visible and hands-on role working directly with the CEO and COO.

We are looking for someone who can build a strong recruiting engine- not simply post jobs and process applications.

Key Responsibilities

Talent Acquisition & Full-Cycle Recruiting

• Own the recruiting process from initial workforce need through accepted offer and onboarding handoff.
• Manage more than 20 active searches across corporate, wholesale, ecommerce, retail, distribution, and operational functions.
• Partner directly with the CEO, COO, executives, and department leaders to establish hiring priorities.
• Translate business needs into clear candidate profiles and compelling job descriptions.
• Develop proactive sourcing strategies for difficult-to-fill and high-impact roles.
• Source passive candidates through LinkedIn Recruiter, professional networks, referrals, industry contacts, job boards, and other recruiting channels.
• Screen and interview candidates to assess experience, leadership ability, communication skills, motivation, compensation expectations, and organizational fit.
• Present leadership with qualified candidates accompanied by clear assessments and recommendations.
• Coordinate interviews and maintain momentum throughout the hiring process.
• Manage candidate communication, references, offer preparation, negotiation support, and closing.
• Build pipelines for future positions before hiring becomes urgent.

Recruit Across a Multi-Channel Consumer Business

The Talent Acquisition Manager will recruit talent across a broad range of functions, including:

• B2B Wholesale Sales
• National and Key Accounts
• Customer Service
• Retail Management and Store Operations
• Ecommerce
• Digital Marketing
• Marketplace Management
• Brand Marketing
• Creative & Design
• Merchandising
• Product Development
• Finance & Accounting
• Planning & Inventory
• Supply Chain
• Distribution & Warehouse Operations
• Information Technology
• Human Resources
• Corporate Administration
• Executive Leadership

This person must be equally comfortable recruiting a strong retail store manager, an ecommerce professional, an accounting leader, a wholesale sales executive, or a senior corporate executive.

Retail Recruiting

With approximately 15 stores operating across multiple states, retail recruiting will be an important part of this position.

Responsibilities will include:

• Building pipelines for Store Managers, Assistant Store Managers, and other retail leadership positions.
• Developing recruiting strategies for different geographic markets.
• Supporting new store openings and replacement hiring.
• Helping reduce retail turnover through better candidate selection.
• Identifying strong internal employees who can be promoted into larger roles.
• Partnering with Retail leadership to understand performance expectations and staffing needs.
• Creating stronger pipelines before vacancies occur.

Executive & Leadership Recruitment

Work directly with the CEO and COO on important management and executive searches.

The Talent Acquisition Manager should be comfortable identifying and approaching high-quality candidates who may not actively be searching for a new opportunity.

For senior positions, this person will function as an internal executive recruiter and trusted advisor to leadership.

Recruiting Strategy & Accountability

Create greater visibility and accountability around recruiting.

Maintain a weekly recruiting dashboard showing:

• Open positions
• Hiring priority
• Days position has been open
• Candidates sourced
• Candidates screened
• Candidates interviewed
• Finalists
• Offers outstanding
• Offers accepted
• Positions filled
• Time-to-fill
• Recruiting source
• Agency usage and recruiting costs

Conduct a regular recruiting review with the CEO, COO, and appropriate department leaders.

Identify searches that are moving too slowly and immediately develop alternative sourcing strategies.

Build Our Employer Brand

Spring Footwear has more than three decades of history, recognized brands, an entrepreneurial culture, and significant opportunity ahead.

The Talent Acquisition Manager will help us communicate that story to prospective employees.

Responsibilities include:

• Improving the quality and consistency of job postings.
• Strengthening Spring Footwear's presence on recruiting platforms.
• Developing relationships with colleges, universities, professional organizations, and industry associations.
• Building relationships within the footwear, fashion, retail, ecommerce, and consumer-product communities.
• Creating a professional and responsive candidate experience.
• Helping prospective employees understand our brands, culture, growth strategy, and career opportunities.

Retention & Internal Talent

Our objective is not simply to hire people. It is to hire people who can succeed and grow with Spring Footwear.

The Talent Acquisition Manager will work with leadership and HR to:

• Understand why strong employees stay and why employees leave.
• Review turnover trends.
• Improve onboarding and new-hire integration.
• Establish 30/60/90-day follow-up practices.
• Identify high-potential employees.
• Encourage internal promotion whenever appropriate.
• Help develop succession pipelines for important positions.
• Identify recurring hiring or management issues that are contributing to turnover.

Candidate Profile

Required Experience

• 5 years of talent acquisition, corporate recruiting, agency recruiting, executive search, or related experience.
• Demonstrated success managing multiple searches simultaneously.
• Strong direct-sourcing and passive-candidate recruiting capabilities.
• Experience recruiting both professional and management-level positions.
• Strong interviewing and candidate-assessment skills.
• Experience using LinkedIn Recruiter, applicant tracking systems, job boards, and modern sourcing tools.
• Excellent written and verbal communication.
• Strong organizational and follow-through skills.
• Ability to work with urgency while maintaining high hiring standards.
• Comfortable interacting directly with senior executives.

Strongly Preferred Industry Experience

We have a strong preference for candidates with recruiting experience in consumer-facing industries, particularly:

• Footwear
• Fashion
• Apparel
• Accessories
• Consumer Products
• Retail
• Ecommerce
• Beauty or Lifestyle Brands

Experience within an organization operating both B2B wholesale and Direct-to-Consumer channels is especially valuable.

Candidates who understand the different talent requirements of wholesale sales, ecommerce, corporate functions, retail stores, and distribution operations will be particularly well suited for this position.

The Person We Are Looking For

We are not looking for someone whose recruiting strategy consists primarily of posting a position and waiting for resumes.

We want a hunter, relationship builder, evaluator, communicator, and closer. 

The right person will:

• Know how to find talented people.
• Be comfortable approaching passive candidates.
• Understand how to sell an opportunity without overselling it.
• Move searches forward with urgency.
• Keep candidates engaged throughout the process.
• Provide leadership with clear opinions and assessments.
• Challenge hiring managers when requirements are unrealistic.
• Identify when compensation, job structure, location, or expectations are limiting the candidate pool.
• Care deeply about the quality of each person we bring into the company.

How Success Will Be Measured

Success will be based on more than the number of positions filled.

Key measurements will include:

• Quality of hire
• Speed of hiring
• 6-month and 12-month retention
• Offer acceptance rate
• Strength of candidate pipelines
• Hiring manager satisfaction
• Retail management retention
• Reduction in time positions remain vacant
• Reduction in dependency on external recruiting agencies
• Recruiting cost per hire
• Development of internal candidates for future openings

Work Environment

This is a full-time, onsite position at Spring Footwear Corporation's headquarters in Pompano Beach, Florida.

The position will work closely with the CEO, COO, executives, HR, and department leaders throughout the organization.

Because Spring Footwear operates retail stores across multiple states, occasional travel may be required.

This is an opportunity for a talented recruiting professional to have a meaningful impact on the future of an established consumer-products company as we continue expanding our wholesale, ecommerce, and retail businesses.

At Spring Footwear, products build brands- but people build companies. We are looking for someone who can help us find those people.