Talent Attraction Supervisor - Talent Attraction

Overview

Scout Motors is seeking a Talent Attraction Supervisor to lead the day-to-day work of the talent attraction team and help deliver strong candidate pipelines for priority hiring needs. Reporting to the Senior Manager, Talent Acquisition Enablement & Programs, this role will translate recruiting priorities into clear work plans, coordinate sourcing and recruiting activity, and ensure the team delivers with consistency, quality, and pace.

The Talent Attraction Supervisor will provide hands-on coaching and direction to talent attraction professionals, monitor workload and pipeline health, remove day-to-day barriers, and partner with Talent Acquisition Business Partners and other TA colleagues to meet business demand. Success requires practical people leadership, strong recruiting judgment, operational discipline, and the ability to balance immediate delivery with continuous improvement.

What you’ll do

Become part of an iconic brand that is set to revolutionize the electric pick-up truck & rugged SUV marketplace by achieving the following:

Talent Attraction Delivery

• Translate hiring priorities into clear sourcing and recruiting plans, daily work assignments, milestones, and service expectations for the team.
• Oversee candidate identification, outreach, screening, pipeline development, and related recruiting activity across assigned searches.
• Monitor workload, capacity, pipeline health, and progress; rebalance work and adjust tactics as priorities or market conditions change.
• Remove day-to-day barriers, resolve execution issues, and escalate material risks with relevant facts and recommended actions.
• Ensure the team delivers timely, high-quality work while maintaining clear ownership and consistent follow-through.

Team Supervision & Coaching

• Provide day-to-day direction, coaching, and support to talent attraction professionals, reinforcing clear expectations and accountability.
• Conduct regular check-ins, share timely feedback, and support individual development and performance.
• Review work quality, provide guidance on complex searches, and help team members strengthen sourcing, candidate engagement, and recruiting practices.
• Create an inclusive, collaborative team environment grounded in trust, learning, and shared ownership.
• Promote consistent practices, knowledge sharing, and flexible support across the broader Talent Acquisition organization.

Talent Acquisition Partnership

• Partner with the Senior Manager, Talent Acquisition Enablement & Programs to align team activity with talent priorities, programs, and operating expectations.
• Work closely with Talent Acquisition Business Partners to clarify search needs, candidate profiles, timelines, and delivery requirements.
• Coordinate effectively with recruiting colleagues and specialist partners, ensuring clear ownership, smooth handoffs, and timely communication.
• Provide practical insight on pipeline conditions, sourcing challenges, delivery risks, and options for keeping searches on track.
• Build trusted relationships through responsiveness, transparency, and consistent follow-through.

Recruiting Operations, Analytics & Continuous Improvement

• Track and communicate meaningful measures such as team workload, pipeline strength, outreach activity, funnel conversion, aging, and candidate progress.
• Use data to identify bottlenecks, prioritize team activity, evaluate the effectiveness of sourcing and recruiting tactics, and recommend adjustments.
• Ensure accurate, timely use of Scout's applicant tracking system and related recruiting tools, including clear documentation and recordkeeping.
• Reinforce standard workflows, tools, and operating practices while identifying practical opportunities to simplify work and improve consistency.
• Share recurring talent-market themes and delivery insights that can strengthen Talent Acquisition planning and execution.

Selection Quality, Candidate Experience & Compliance

• Coach the team to apply structured, fair, and job-relevant sourcing, screening, and selection practices.
• Ensure candidates receive clear, respectful, and timely communication throughout the recruiting process.
• Reinforce authentic representation of Scout's culture and employee value proposition in every candidate interaction.
• Maintain recruiting practices that align with applicable laws, company policies, confidentiality expectations, recordkeeping requirements, and Scout's commitment to inclusion and respect.

Location & Travel Expectations:

• This role will be based out of the Scout Motors corporate headquarters in Charlotte, NC.
• This role requires four days per week in the office to support close partnership with Talent Acquisition, HR, and business stakeholders.
• Travel: Domestic travel may be required periodically to support recruiting events, hiring initiatives, and other business needs. Valid driver's license required

What you’ll bring 

We expect all Scout employees to have integrity, curiosity, resourcefulness, and strive to exhibit a positive attitude, as well as a growth mindset. You’ll be comfortable with change and flexible in a fast-paced, high-growth environment. You’ll take a collaborative approach to achieve ambitious goals. Here's what else you'll bring: 

• Bachelor's degree or equivalent combination of education and relevant experience.
• 4+ years of progressive experience in talent acquisition, sourcing, recruiting coordination, or recruiting operations, including experience providing day-to-day leadership, coaching, or work direction to others.
• Demonstrated ability to translate hiring priorities into actionable sourcing plans, team assignments, milestones, and follow-through routines.
• Strong sourcing and recruiting judgment, with experience building candidate pipelines, assessing pipeline quality, and adjusting tactics based on talent-market conditions.
• Ability to manage multiple searches and priorities, monitor workload and capacity, rebalance work, and keep delivery moving in a fast-paced environment.
• Effective coaching, communication, collaboration, and stakeholder-management skills, with the ability to build trust across Talent Acquisition, HR, and hiring teams.
• Experience using applicant tracking systems, recruiting metrics, and operational insight to monitor progress, identify bottlenecks, and improve recruiting outcomes.
• Sound judgment, discretion, adaptability, accountability, and a commitment to fair, inclusive, and respectful candidate and employee experiences

What you'll gain

The benefits of joining Scout include the chance to build products and a company from the ground up.  This is a chance to create something new and lasting – with an iconic brand at its foundation.  In addition, Scout provides competitive compensation and benefits to support your physical, mental, and financial wellbeing. Program specifics are detailed in company policies and employee benefit guides, select highlights:

• Competitive insurance including:
  • Medical, dental, vision and income protection plans
• 401(k) program with:
  • An employer match and immediate vesting
• Generous Paid Time Off including:
  • 20 days planned PTO, as accrued
  • 40 hours of unplanned PTO and 14 company or floating holidays, annually
  • Up to 16 weeks of paid parental leave for biological and adoptive parents of all genders
  • Paid leave for circumstances related to bereavement, jury duty, voting time, or military leave

Pay Transparency

This is a full-time, exempt position eligible to receive a base salary and to participate in an annual performance bonus program. Final salary offered will be determined based on factors including but not limited to the candidate's skills and experience. The annual performance bonus program is preset and not candidate dependent.

Initial base salary range = $110,000.00 - $135,000.00

Internal leveling code: M9