Talent Acquisition Manager

Your role: The Talent Acquisition Manager (individual contributor) owns hiring at LR Paris end to end, across sales, client support, merchandising, and marketing. You will find the candidates, run them through a clean process, and close them. This is a sourcing role first: most of our best hires will not apply, they will be people you went and found. Sales is the highest volume of the four, with a target of three sales hires landed every quarter, sustained. You will also own onboarding and training coordination for every hire, so the person who sold them on LR Paris is the same person who walks them through their first weeks. This is a standalone role. There is no HR generalist above you and no coordinator below you. BEFORE APPLYING (minimum expectations):You have 5 to 7 YOE in recruitment You have 2+ YOE recruiting B2B sales professionals You're comfortable in an individual contributor TA role (leading TA for the company).You have exp onboarding candidates (completing I-9's, etc.)You have exp scheduling candidate's 1st week onboarding activities You live in a commutable distance to NYC (onsite 3 days/week) You have retail, promotional products, advertising or marketing industry experience

Responsibilities: The duties described below are the essential functions of this position.

Sourcing and Full-Cycle Recruiting: Build and execute outbound sourcing strategy for all open requisitions across sales, client support, merchandising, and marketing, using LinkedIn Recruiter, referrals, and direct market mapping of competitors and adjacent industries. Maintain warm pipelines ahead of demand in each function, so hiring does not start from zero every time a req opens. Run intake with hiring managers to define the profile, then hold the process to it. Conduct first-round phone screens using standardized screening questions and scoring rubrics, and deliver a written recommendation on every candidate advanced. Schedule interviews across hiring managers and interview panels. Complete and record reference checks for all potential final candidates. Own offer strategy in partnership with the CEO, extend offers, and manage candidate closing and counteroffer conversations. Create LinkedIn job posts and manage the candidate-facing presence of open roles. Maintain all requisition and candidate records in LR Paris' HRIS and internal systems, including status updates, notes from interviews, and req close-out. Own and distribute the recruiting/hiring report on a regular cadence: pipeline by stage, time to fill, source of hire, and offer acceptance. Conduct all hiring activity in compliance with applicable federal, New York State, and New York City employment law, including pay transparency, salary history inquiry restrictions, and fair chance hiring requirements.

Onboarding and Training: Add new hires to the HRIS system and complete all new-hire recordkeeping. Execute the end-to-end onboarding process for new hires, including new-hire paperwork, access/equipment coordination, and scheduling. Complete Form I-9 employment eligibility verification and E-Verify confirmation for all new hires, applied uniformly and in accordance with E-Verify program requirements. Own, maintain, and deliver the new-hire orientation and training program, and keep the underlying materials current. Introduce new hires to LR Paris's culture and team traditions as part of the onboarding experience. First 90 DaysThis role ramps, and it inherits a function rather than joining one. We are not expecting three hires in month one. Days 1-30: Learn the business and what strong looks like in each function. Sit with function leaders. Take inventory of the existing process, tools, and materials, and flag the gaps. Build the initial target lists. Days 31-60: First pipelines live, first screens delivered, first candidates in front of hiring managers. Onboarding process running under your ownership. Days 61-90: First hires closed, sourcing rhythm established, reporting running weekly. Full run rate of three hires per quarter is expected by the start of the second full quarter.

Qualifications: At least five (5) years of full-cycle recruiting experience, including sales hiring. Agency or in-house. Demonstrated outbound sourcing ability. You can point to hires you found rather than hires who applied. Hands-on experience with LinkedIn Recruiter and an applicant tracking system / HRIS.Experience recruiting across more than one function and comfort carrying a requisition load and working to a hiring number. Bachelor's degree, or an equivalent combination of education and relevant work experience. Must be located in the NYC area and able to come into the office on a hybrid schedule. Strong organization skills and attention to detail. Customer-service orientation toward candidates and hiring managers. Experience owning onboarding, orientation, or new-hire training, not only executing someone else's process. Working familiarity with employee relations fundamentals and administrative HR practices. Basic working awareness of employment law concepts as they apply to interviewing and recordkeeping (e.g., permissible interview questions).Experience with Microsoft office including SharePoint, and Microsoft Forms. Must be self-motivated, with strong problem-solving skills. Ability to use good judgment and react under pressure, while still being flexible/adaptable. Our Core ValuesHUMANS CONNECTING HUMANS - At the end of the day that's what we do, build lasting connections. We bridge the gap between brands and their audiences, creating unforgettable brand experiences.

TANGIBLE STORYTELLERS: We aren't selling products; we're creating unique brand experiences that our clients are proud to put their logo on.

QUALITY WITHOUT COMPROMISE: You can't put a price on perception, but quality shouldn't cost more. CUSTOMER (+EXPERIENCE) OBSESSED - We're brand obsessed and love turning good products into great brand experiences.

IMPOSSIBLE ISN'T LR PARIS: We make it happen. That's really it. When something's hard, we figure it out as a team. When there's a problem, we solve it. Our clients work with us because they know we'll show up and do the work, and we don't stop until they're happy. We're invested in their success, and it shows in everything we do.

Compensation: Actual compensation within the range will depend on job-related factors including relevant experience, demonstrated skills, and internal equity. This position is not commission eligible. Any bonus or incentive compensation, if offered, is discretionary.