Talent Acquisition Manager - job 1 of 4

At Curaleaf, a Talent Acquisition Manager plays an essential role in developing and executing recruitment strategies. This includes leading a team of Talent Advisors through the recruitment process for various roles, mentoring team members, driving strategic hiring for corporate positions, and collaborating closely with business leaders to align hiring with Curaleaf's company goals.

Curaleaf seeks candidates for the Talent Acquisition Manager role who possess a Bachelor's degree in Human Resources, Business, or a related field. Additionally, applicants should have at least 5 years of experience in corporate recruitment, particularly in high-volume hiring, along with proven leadership abilities and a strong understanding of recruiting best practices.

The Talent Acquisition Manager at Curaleaf is instrumental in shaping the company's culture by ensuring that the recruitment strategies reflect the values and mission of the organization. They foster collaboration within the team, enhance onboarding processes, and ensure that new hires align with Curaleaf’s commitment to quality and community impact.

The salary range for the Talent Acquisition Manager position at Curaleaf in Stamford, Connecticut, is between $111,000 and $125,000, reflective of the competitive nature of the cannabis industry in attracting top-tier talent.

As a Talent Acquisition Manager at Curaleaf, employees can enjoy a competitive pay package complemented by comprehensive benefits including health, dental, and vision insurance, generous PTO, a 401(K) retirement plan, life insurance, as well as involved community initiatives that support local outreach and engagement.

In preparing for this question, highlight specific strategies you've used, such as leveraging social media for sourcing candidates, implementing ATS tools for efficiency, or developing campus recruitment initiatives. Providing examples and results from these strategies will demonstrate your capabilities.

When answering this question, discuss the importance of proactive sourcing, networking, and maintaining relationships with potential candidates. Emphasize your use of market research and data analytics to anticipate hiring needs and keep your pipeline filled with qualified individuals.

It's key to reflect on specific mentoring experiences you've had, elaborating on how you've guided your team through challenges, fostered professional growth, and built a collaborative culture. Share outcomes that resulted from your mentorship to illustrate effectiveness.

Discuss metrics like time-to-fill, candidate quality, interview-to-offer ratios, and retention rates. Emphasize how you use these metrics to inform and tweak your recruitment strategies, highlighting your analytical capabilities.

Convey your dedication to continuous learning by mentioning specific resources like industry publications, webinars, workshops, or professional networks where you stay updated. Share how this knowledge has positively impacted your recruitment strategies.

Use the STAR method (Situation, Task, Action, Result) to frame your answer. Outline the context, your specific responsibilities, actions taken to overcome the challenge, and the positive results achieved, showcasing your problem-solving skills.

Explain the significance of employer branding in recruitment. Discuss specific initiatives you've implemented, such as showcasing company culture on social media or improving the candidate experience, which have enhanced the brand's reputation.

Articulate how you prioritize diversity in your hiring process and the importance of inclusive practices. Share any past initiatives you led aimed at improving representation and diversity at your previous companies.

Discuss your strategies for creating a positive candidate experience, including timely communication, transparent processes, and providing constructive feedback. Share examples where your efforts resulted in positive feedback from candidates.