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Open nowFirst seen 3 hours ago

Talent Acquisition Partner

Prime Communications750 open roles

Where
Sugar Land, TX, USA
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Your applicationOpen nowTalent Acquisition PartnerPrime Communications · Sugar Land, TX, USA

  1. YouYes, apply to this one.

  2. CV RocketCV written for this posting.

  3. 25 readersRecruiter, hiring manager, skeptic. Round after round.

  4. CV RocketApplied on Prime Communications's own form.

The reply lands in your private mailbox

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The clock on this job

Early applications get read.

11.5% of postings close within 7 days. Measured by our own scanner across the market.

Share of postings closed within
  1. 2.1%1 day
  2. 4.4%3 days
  3. 11.5%7 days
  4. 18.1%14 days
  5. 35.6%30 days
  6. 44.6%60 days
This job: first seen 3 hours ago

The posting

Position Summary

The Talent Acquisition (TA) Partner is a seasoned recruiting professional who drives full-cycle salaried recruiting for Prime Communications' sales organization while shaping the hourly recruiting strategy that keeps stores and field locations staffed. The TA Partner pays particular attention to understaffed markets, partnering with field and HR leadership to close staffing gaps before they become business risk.

The TA Partner also owns execution of key Talent Acquisition programs, including Road Warriors, Prime’s mobility program, as well as other initiatives designed to identify, develop, and recruit emerging talent. The TA Partner ensures each program runs on schedule, delivers measurable results, and reflects Prime's standards for candidate and hiring-manager experience.

This individual contributor role reports to the Executive Director, Talent Acquisition and has no direct reports. Prior recruiting experience in retail and/or telecommunications is strongly preferred, given the pace, volume, and field-facing nature of Prime's hiring needs.

Key Responsibilities

Salaried Recruiting — Sales Organization

  • Own full-cycle recruiting for salaried roles across the sales organization, from intake through offer and close.
  • Partner with sales leadership to understand headcount plans, role requirements, and market conditions that shape sourcing strategy.
  • Build and manage a qualified pipeline of sales talent, using both proactive sourcing and inbound channels.
  • Guide hiring managers through interview planning, candidate evaluation, and offer strategy to ensure a consistent, high-quality process.

Hourly Recruiting Strategy

  • Design and continuously refine the hourly recruiting strategy to meet volume hiring needs across field locations.
  • Identify sourcing channels, process improvements, and opportunities to better leverage our ATS and recruiting technology to reduce time to fill for hourly roles.
  • Monitor hourly recruiting metrics and adjust strategy in response to seasonality, turnover trends, and market conditions.

Understaffed Market Support

  • Identify markets with persistent staffing gaps and develop targeted recruiting plans to address them.
  • Partner with Field HR to understand root causes of understaffing and coordinate a joint response.
  • Deploy additional sourcing, events, or outreach support to understaffed markets as needed.

Talent Acquisition Program Execution

  • Own execution of the programs (e.g. Road Warriors) including logistics, candidate coordination, and results tracking.
  • Own execution of the emerging talent programs, partnering with Talent Development to build a sustainable early-career pipeline.
  • Track and report program performance to Talent Acquisition leadership, recommending adjustments to improve outcomes.
  • Ensure programs align with the broader Talent Acquisition Scorecard, including Time to Fill, Cost-per-Hire, Quality of Hire, and Candidate Experience.

Cross-Functional Partnership

  • Serve as a trusted talent acquisition partner to sales and field leadership, providing market insight and hiring guidance.
  • Collaborate with HR Operations, HRIS, and Talent Development to ensure a seamless candidate-to-employee transition.
  • Represent Talent Acquisition in cross-functional planning as programs and staffing strategies evolve.

Qualifications

  • Bachelor’s degree in human resources, business, or related field preferred; equivalent experience considered.
  • 5+ years of talent acquisition experience, including full-cycle recruiting for both salaried and hourly populations.
  • Experience in retail and/or telecommunications industries strongly preferred.
  • Demonstrated success recruiting for sales organizations in a high-volume, multi-market environment.
  • Experience with applicant tracking systems (ATS) and AI-powered screening tools preferred.
  • Strong project management skills, with proven ability to own and execute recruiting programs end to end.
  • Comfortable operating with a high degree of independence in an individual-contributor capacity.

Core Competencies

  • Full-Cycle Recruiting Expertise
  • Strategic Sourcing & Market Insight
  • Program & Project Execution
  • Consultative Partnership with Business Leaders
  • Adaptability Across Field and Corporate Environments

Measures of Success

  • Meet or exceed salaried and hourly time to fill targets for the sales organization.
  • Measurable reduction in staffing gaps within targeted understaffed markets.
  • Successful, on-schedule execution of select early career and external facing talent programs.
  • Strong candidate and hiring manager satisfaction across talent acquisition touchpoints.
  • Positive contribution to talent acquisition scorecard metrics whi
  • Seniority Level Not Applicable
  • Employment Type

Position Summary

The Talent Acquisition (TA) Partner is a seasoned recruiting professional who drives full-cycle salaried recruiting for Prime Communications' sales organization while shaping the hourly recruiting strategy that keeps stores and field locations staffed. The TA Partner pays particular attention to understaffed markets, partnering with field and HR leadership to close staffing gaps before they become business risk.

The TA Partner also owns execution of key Talent Acquisition programs, including Road Warriors, Prime’s mobility program, as well as other initiatives designed to identify, develop, and recruit emerging talent. The TA Partner ensures each program runs on schedule, delivers measurable results, and reflects Prime's standards for candidate and hiring-manager experience.

This individual contributor role reports to the Executive Director, Talent Acquisition and has no direct reports. Prior recruiting experience in retail and/or telecommunications is strongly preferred, given the pace, volume, and field-facing nature of Prime's hiring needs.

Key Responsibilities

Salaried Recruiting — Sales Organization

  • Own full-cycle recruiting for salaried roles across the sales organization, from intake through offer and close.
  • Partner with sales leadership to understand headcount plans, role requirements, and market conditions that shape sourcing strategy.
  • Build and manage a qualified pipeline of sales talent, using both proactive sourcing and inbound channels.
  • Guide hiring managers through interview planning, candidate evaluation, and offer strategy to ensure a consistent, high-quality process.

Hourly Recruiting Strategy

  • Design and continuously refine the hourly recruiting strategy to meet volume hiring needs across field locations.
  • Identify sourcing channels, process improvements, and opportunities to better leverage our ATS and recruiting technology to reduce time to fill for hourly roles.
  • Monitor hourly recruiting metrics and adjust strategy in response to seasonality, turnover trends, and market conditions.

Understaffed Market Support

  • Identify markets with persistent staffing gaps and develop targeted recruiting plans to address them.
  • Partner with Field HR to understand root causes of understaffing and coordinate a joint response.
  • Deploy additional sourcing, events, or outreach support to understaffed markets as needed.

Talent Acquisition Program Execution

  • Own execution of the programs (e.g. Road Warriors) including logistics, candidate coordination, and results tracking.
  • Own execution of the emerging talent programs, partnering with Talent Development to build a sustainable early-career pipeline.
  • Track and report program performance to Talent Acquisition leadership, recommending adjustments to improve outcomes.
  • Ensure programs align with the broader Talent Acquisition Scorecard, including Time to Fill, Cost-per-Hire, Quality of Hire, and Candidate Experience.

Cross-Functional Partnership

  • Serve as a trusted talent acquisition partner to sales and field leadership, providing market insight and hiring guidance.
  • Collaborate with HR Operations, HRIS, and Talent Development to ensure a seamless candidate-to-employee transition.
  • Represent Talent Acquisition in cross-functional planning as programs and staffing strategies evolve.

Qualifications

  • Bachelor’s degree in human resources, business, or related field preferred; equivalent experience considered.
  • 5+ years of talent acquisition experience, including full-cycle recruiting for both salaried and hourly populations.
  • Experience in retail and/or telecommunications industries strongly preferred.
  • Demonstrated success recruiting for sales organizations in a high-volume, multi-market environment.
  • Experience with applicant tracking systems (ATS) and AI-powered screening tools preferred.
  • Strong project management skills, with proven ability to own and execute recruiting programs end to end.
  • Comfortable operating with a high degree of independence in an individual-contributor capacity.

Core Competencies

  • Full-Cycle Recruiting Expertise
  • Strategic Sourcing & Market Insight
  • Program & Project Execution
  • Consultative Partnership with Business Leaders
  • Adaptability Across Field and Corporate Environments

Measures of Success

  • Meet or exceed salaried and hourly time to fill targets for the sales organization.
  • Measurable reduction in staffing gaps within targeted understaffed markets.
  • Successful, on-schedule execution of select early career and external facing talent programs.
  • Strong candidate and hiring manager satisfaction across talent acquisition touchpoints.
  • Positive contribution to talent acquisition scorecard metrics whi
  • Seniority Level Not Applicable
  • Employment Type
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