Talent Acquisition Partner

Simpson Strong-Tie Company Inc. is hiring a Talent Acquisition Partner to support recruiting across assigned locations in Ohio. In this hybrid role based in Columbus, you will lead full-cycle searches while partnering closely with hiring managers and HR to turn business hiring needs into effective recruiting strategies, pipelines, and equitable selection outcomes.

Role Overview

You will act as a trusted advisor to leaders across hourly, warehouse, distribution, skilled-trades, professional, technical, and leadership hiring needs. The work includes managing each requisition from intake through accepted offer, with a focus on proactive sourcing, candidate experience, and data-informed recommendations.

What You’ll Do

• Lead full-cycle recruiting for a range of roles across assigned Ohio locations, including hourly production, warehouse and distribution, skilled trades, professional, technical, leadership, senior-level, and difficult-to-fill positions.
• Own each search from intake through accepted offer, covering recruiting strategy, sourcing, screening, assessment, interview planning, candidate communication, selection support, and offer partnership.
• Run comprehensive intake discussions to clarify business needs, required and preferred qualifications, success profile, target talent, market considerations, interview approach, and hiring timeline.
• Develop and execute role-specific sourcing strategies using direct outreach, passive talent sourcing, LinkedIn Recruiter, Indeed, referrals, professional networks, schools, community partnerships, hiring events, and talent pipelines.
• Advise hiring managers using recruiting expertise, market conditions, pipeline data, and candidate feedback throughout the search.
• Challenge unclear requirements, assumptions, timelines, selection criteria, compensation alignment, or process steps when they may narrow the talent pool or slow hiring outcomes.
• Assess candidates consistently against documented required and preferred qualifications, relevant accomplishments, and role capability needs.
• Recommend qualified candidates with clear, objective rationale and facilitate slate-review and debrief discussions.
• Guide structured, behavior-based, consistent, and equitable interviewing and selection practices.
• Maintain timely, transparent communication with candidates and hiring teams while supporting a professional and inclusive candidate experience.
• Manage multiple concurrent searches by setting expectations, identifying risks early, and adjusting recruiting strategies based on results and market conditions.
• Partner with hiring managers and HR to drive timely decisions, coach on recruiting and selection best practices, and balance hiring urgency, candidate quality, candidate experience, and business needs.
• Coordinate ahead of urgency by partnering with hiring managers and HR on upcoming hiring needs and roles that may be opening.
• Research the talent market to understand availability, where qualified talent can be found, local competition, pay expectations, and potential role-filling challenges.
• Build and maintain pipelines for anticipated, recurring, difficult-to-fill, and business-critical positions.
• Recommend sourcing approach improvements using market insights, sourcing results, and candidate feedback, including potential adjustments to requirements, strategies, compensation, or timelines.
• Use Workday Recruiting and tools including HiredScore, Paradox, LinkedIn Recruiter, and Indeed to manage workflows, strengthen sourcing, maintain accurate data, and improve the hiring experience.
• Maintain complete and accurate recruiting records, status updates, disposition information, and documentation in line with company practices and applicable requirements.
• Use recruiting results to identify delays, improve outcomes, and reinforce agreed-upon responsibilities with hiring partners.
• Identify and recommend process improvements that reduce delays, administrative burden, inconsistency, or poor experiences for candidates and hiring managers.
• Support Talent Acquisition projects, process enhancements, and technology adoption to improve consistency, efficiency, and scalability.
• Apply applicable employment laws, company policies, and equitable hiring practices across recruiting and selection.

Technology & Tools

• Workday Recruiting
• HiredScore
• Paradox
• LinkedIn Recruiter
• Indeed
• Applicant tracking system

Compensation

$66,600 - $100,000 per year

Location, Schedule, and Travel

• Full-Time, Hybrid; located in Columbus, Ohio
• Requires a minimum of two days per week in the office, with remaining days eligible for remote work
• Domestic travel up to 10% of the time

Education & Experience

• Bachelor’s degree or an equivalent combination of education and directly relevant experience
• Five or more years of full-cycle recruiting experience, including direct sourcing and independent ownership of searches from intake through accepted offer
• Experience recruiting hourly, professional, and difficult-to-fill roles
• Demonstrated ability to act as a trusted hiring partner by coaching leaders, influencing decisions, appropriately challenging requirements or processes, and partnering with hiring managers and HR to prepare for upcoming hiring needs
• Proven ability to develop proactive sourcing strategies, engage passive candidates, and build pipelines
• Strong judgment, communication, and relationship-building skills, including ability to manage competing priorities and keep hiring leaders and candidates informed
• Experience using an applicant tracking system and sourcing tools, with knowledge of employment laws and fair, consistent hiring practices

Preferred Qualifications

• Experience recruiting in manufacturing, distribution, or another multi-site operational environment
• Experience recruiting skilled trades, engineering, sales, operations leadership, or other specialized roles
• Experience using Workday Recruiting, HiredScore, Paradox, LinkedIn Recruiter, Indeed, or comparable recruiting tools
• Experience supporting multiple locations

Benefits

• Quarterly Bonuses/Commission (bonus or commission, paid on a quarterly basis)
• Medical, Dental, Vision
• Retirement contributions
• Employee stock purchase and bonus plans
• Pay for holidays
• Vacation and sick days
• Funerals and jury duty
• Years of service awards
• Employee discounts
• Employee referral bonuses
• Charitable contribution matching
• Education reimbursement

Equal Opportunity Employer

Simpson Strong-Tie Company Inc. is an equal opportunity employer. Employment decisions are based on qualifications, merit, and business needs.

Offer Contingencies

All job offers are contingent upon a successful drug screen and criminal background check, in accordance with applicable local, state, and federal laws.