Talent Acquisition Manager - job 1 of 3

As a Talent Acquisition Manager at Curaleaf, your primary responsibilities include leading a team of Talent Advisors, overseeing the end-to-end recruitment process, and partnering with business leaders to align hiring strategies with organizational goals. You'll also focus on developing a strong candidate pipeline, refining recruitment processes, and enhancing the overall candidate experience.

To qualify for the Talent Acquisition Manager role at Curaleaf, you should have a bachelor's degree in Human Resources, Business, or a related field, along with at least 5 years of corporate recruitment experience. Proven leadership skills, a strategic mindset, and proficiency with ATS platforms, particularly Greenhouse, are also important for success in this role.

Curaleaf is dedicated to fostering an environment of growth and innovation for its employees, including Talent Acquisition Managers. You'll have access to career development opportunities, mentorship programs, and a workplace culture that encourages creativity and continuous learning, enabling you to thrive in your role and advance your career.

At Curaleaf, the Talent Acquisition Manager collaborates closely with the People & Culture team to ensure a smooth onboarding process for new hires. This includes developing orientation programs, facilitating integration into the company culture, and providing continuous support to ensure long-term success for new team members.

A successful Talent Acquisition Manager at Curaleaf should possess strong leadership and communication skills, a strategic mindset, and a deep understanding of recruitment best practices. Additionally, adaptability, tech-savviness with ATS platforms, and the ability to collaborate effectively with senior leadership and hiring managers are crucial for driving successful hiring outcomes.

In your answer, focus on specific roles you've filled, the strategies you used to attract candidates, and how you ensured a smooth hiring process. Mention any metrics or successes that showcase your effectiveness in full-cycle recruitment.

Discuss the resources you use to stay informed, such as industry publications, webinars, networking events, and professional organizations. Highlight how this knowledge has helped you implement effective recruitment strategies.

Share specific tactics such as leveraging your network, utilizing social media, attending job fairs, or building relationships with local universities. Your answer should demonstrate your proactive approach to recruitment.

Explain your problem-solving approach. Discuss how you've adapted strategies, adjusted job requirements, or sought alternative sourcing channels to overcome these challenges in the past.

Highlight your focus on communication, timely feedback, and creating an engaging, respectful interview experience. Providing examples of how you've improved candidate experiences will resonate well.

Use the STAR method (Situation, Task, Action, Result) to outline your mentoring experience, emphasizing the growth or success the team member achieved as a result of your guidance.

Share the criteria you evaluate when determining cultural fit, such as values alignment, work ethic, and adaptability. Provide examples of how you have successfully identified candidates who thrive in dynamic cultures.

Emphasize the importance of KPIs such as time-to-fill, quality-of-hire, and candidate satisfaction. Explain how you use these metrics to make informed decisions and improve recruiting strategies.

Discuss your approach to building relationships with hiring managers, understanding their expectations, and staying in touch throughout the recruitment process to ensure alignment on staffing needs.

Your answer should reflect knowledge of Curaleaf’s culture, mission, and values. Discuss how the company's commitment to innovation and social responsibility resonates with you personally and professionally.