Vice President of Talent Acquisition

The Vice President of Talent Acquisition at YETI has a crucial role involving the leadership of global recruiting efforts, innovation in hiring processes, collaboration with executive management for strategic recruitment, and the development of an engaging employer brand. This position also includes oversight of the Talent Acquisition team, market intelligence analysis, vendor and partnership management, and using data analytics to drive continuous improvement in recruitment strategies across diverse geographies and functions.

To qualify for the Vice President of Talent Acquisition role at YETI, candidates should ideally possess a Bachelor's Degree and at least 20 years of talent acquisition experience, particularly within consumer goods or retail brands. Additionally, 10 years of experience leading talent acquisition teams, a proven track record in building high-performing teams, and strong business acumen are vital. An understanding of recruitment best practices and effective communication skills across diverse cultures are essential for this position.

YETI places a strong emphasis on professional development, especially for its Vice President of Talent Acquisition. In this role, you'll be encouraged to foster talent within your team by providing guidance, setting goals, and offering continuous feedback. YETI also prioritizes creating a learning culture, ensuring that leaders and team members alike have opportunities to grow, develop new skills, and advance their careers while contributing to the broader mission of the company.

The Vice President of Talent Acquisition directly impacts YETI's business strategy by aligning hiring practices with the company’s growth projections and strategic objectives. By ensuring that the right talent is in place, this role supports the overall mission of YETI, helping to cultivate high-performing teams that contribute to innovative product development and superior customer experiences. Additionally, the VP plays a vital role in shaping the employer brand and diversity initiatives that align with YETI’s values.

The work culture for the Vice President of Talent Acquisition at YETI is dynamic, inclusive, and centered around teamwork and innovation. The environment encourages collaboration across various departments, enabling a holistic approach to hiring and talent management. YETI values the diverse backgrounds and perspectives of its workforce, promoting a culture where employees can authentically express themselves, fostering a sense of belonging and engagement within the team.

In discussing my experience with talent acquisition strategies, I would highlight specific instances where I identified gaps in hiring processes, leveraging data to inform decisions, and successfully implementing new strategies that led to measurable improvements in recruitment metrics.

I focus on clear communication and timely feedback throughout the hiring process. By prioritizing candidate experience, I work to ensure that candidates feel valued and informed, which not only enhances our employer brand but also increases the likelihood of securing top talent.

Data analytics plays a pivotal role in evaluating the effectiveness of recruitment strategies. I utilize analytics to track performance metrics, identify trends in candidate sourcing, and adjust strategies accordingly to optimize hiring success and reduce time-to-fill for open positions.

I can share an example where I partnered with the CEO and CHRO to develop a strategic hiring plan based on business growth projections. By aligning our recruitment efforts with the company's goals, we were able to proactively meet our talent needs while fostering a strong executive leadership team.

I implement targeted outreach initiatives, forge partnerships with diverse organizations, and utilize inclusive job descriptions to broaden our reach. It's essential to create an employer brand that resonates with diverse audiences while also fostering an inclusive interview process.

Building a cohesive talent acquisition team involves setting clear goals, promoting collaboration, and providing continuous training opportunities. I place a strong emphasis on mentorship and skill development to ensure team members feel supported and motivated to achieve their best.

In facing significant challenges, I remembered a period when our company was going through rapid growth. I embraced the challenge by streamlining our recruitment processes and enhancing our employer branding, which ultimately led to a successful influx of quality candidates.

The most important aspect of employer branding is authenticity. It’s vital to convey a true representation of the company culture and values. This not only attracts the right candidates but also fosters long-term retention by ensuring alignment between employee expectations and actual experiences.

I actively engage with professional organizations and attend industry conferences to stay informed about the latest trends and innovations in talent acquisition. This knowledge enables me to implement best practices within our recruitment strategies at YETI.

I assess the success of talent acquisition strategies through a combination of qualitative feedback from new hires and detailed quantitative metrics, such as time-to-fill, quality of hire, and candidate satisfaction scores, ensuring that our processes continuously evolve.