Senior Talent Manager, Corporate Recruiting

Senior Talent Managers at VEG Headquarters in White Plains, NY, are responsible for managing the full-cycle hiring process to attract and retain top talent. They partner with leaders to identify strategic talent pools and create a scalable recruitment strategy that aligns with business goals. This role also involves continuously improving the talent acquisition processes and equipping hiring managers with best practices for a high-quality hiring experience.

To qualify for the Senior Talent Manager position at VEG, candidates should have a Bachelor's degree in a relevant field, alongside five or more years of full-lifecycle recruiting experience. Familiarity with CRM or ATS platforms, particularly Greenhouse and GEM, is also necessary. Strong communication and organizational skills, along with a service-oriented mindset, are critical to thrive in this role.

At VEG, supporting employee growth and well-being is a top priority. Senior Talent Managers are offered competitive compensation, comprehensive health benefits, generous paid parental leave, unlimited PTO, and a culture that encourages personal authenticity. VEG also provides professional development opportunities and a supportive work environment, recognizing that a happy team creates the best outcomes for pets and their families.

The work environment for Senior Talent Managers at VEG Headquarters is vibrant, collaborative, and designed to inspire creativity. The company emphasizes in-person collaboration to create stronger connections and a more impactful workplace culture. Employees enjoy casual office attire, social engagements, and amenities such as free lunches and a pet-friendly policy to make the office feel like home.

VEG is committed to fostering a diverse and inclusive workplace as a strength that fuels innovation and compassion. The company actively promotes a culture where different perspectives are celebrated, ensuring all VEGgies feel valued and empowered. As a Senior Talent Manager, you would play an integral role in building a workforce that reflects the communities we serve, aligning with our mission of helping people and pets.

To attract high-quality candidates as a Senior Talent Manager at VEG, I would focus on developing a comprehensive employer branding strategy, utilizing social media and professional networks to promote our values and culture. Additionally, networking within the veterinary community and building relationships with universities would help identify and engage potential talent early in their careers.

Approaching the training of hiring managers at VEG involves creating customized training sessions that cover best practices in interviewing, assessing candidates, and understanding our unique company culture. I would place emphasis on role-playing scenarios and provide resources that help them effectively evaluate not just skills, but cultural fit as well.

In my previous role, I implemented a data-driven recruitment tracking system that utilized metrics to analyze the efficiency of our hiring pipeline. By identifying bottlenecks and candidate drop-off points, we refined our processes, which reduced the time-to-hire by 30% and improved our candidate experience significantly.

A successful Senior Talent Manager is someone who possesses strong communication skills, the ability to build relationships, and a data-driven mindset. Additionally, they should have a passion for talent acquisition and a commitment to fostering an inclusive workplace that values diverse perspectives.

Staying updated on the latest trends in talent acquisition involves attending industry webinars, participating in professional groups, and subscribing to relevant publications. It's also beneficial to network with fellow HR professionals to share knowledge and insights which can be integrated into practices at VEG.

In a previous role, I faced challenges in filling a specialized position due to a limited talent pool. I addressed this by re-evaluating our job postings and engaging with industry-specific networks, ultimately attracting viable candidates and successfully filling the role while enhancing our employer brand among niche audiences.

Key metrics for evaluating recruitment success include time-to-fill, candidate quality, offer acceptance rates, and candidate satisfaction scores. These metrics help provide insights into the overall effectiveness of the recruitment strategy and areas that may need improvement.

Ensuring a positive candidate experience involves clear communication at each stage of the recruitment process, providing timely feedback, and creating an inviting atmosphere throughout the interviews. Moreover, gathering candidate feedback after the process can offer valuable insights for continuous improvement.

Leveraging technology in the recruitment process at VEG can involve utilizing ATS platforms like Greenhouse to streamline application tracking and candidate communication. Additionally, using data analytics tools can provide insights into recruitment trends, while social media platforms can enhance outreach efforts to potential candidates.

Diversity plays a crucial role in my recruitment strategy, as I believe it fosters innovation and reflects the communities we serve. I aim to implement outreach initiatives that engage diverse talent pools and create a recruiting process that is fair and equitable, helping to build a team that offers varied perspectives and experiences.