Senior Manager, Talent Acquisition

Key Me is revolutionizing lockout solutions for homes, cars and businesses. Via artificial intelligence and robotics, Key Me allows users to store, share, and duplicate their physical keys and RFID cards. Fully automated self-service key duplicating kiosks can be found in over 8,500+ locations across the country in major retailers such as Wal Mart, Kroger, 7-Eleven, Menards, and many others.

Additionally, Key Me offers customers a one-stop solution for all their locksmith needs ranging from lockouts and re-keys to complex installations and custom jobs. All Key Me locksmiths have extensive experience and are fully vetted to ensure our customers receive the utmost quality experience. With upfront set pricing, customers know they will never be confronted with last minute charges. Key Me's smart routing gives customers the ability to monitor their Locksmith's arrival, job progress, and receive instant receipts.

Key Me is providing unrivaled service quality, prices, and customer experience into the $12B/yr locksmith industry.

We're committed to providing a diverse, equitable and inclusive workplace where team members from all backgrounds, ethnicities, cultures, and experiences feel welcome and thrive. We do not discriminate on the basis of race, color, ancestry, religion, national origin, sexual orientation, age, citizenship, marital or family status, disability, gender identity or expression, veteran status, or any other legally protected status.

The Senior Manager, Talent Acquisition is responsible for leading recruiting strategy and execution for Key Me's growing Vans business. This individual will manage a team of two recruiters while personally sourcing, interviewing, and hiring candidates across multiple markets. This is a hands-on, player-coach role requiring a resourceful, results-oriented leader who can balance strategic workforce planning with day-to-day recruiting execution. The ideal candidate has demonstrated success recruiting high-volume, hourly, customer-facing employees in competitive labor markets and understands how to attract and retain strong talent within defined compensation ranges.

• Own recruiting performance across the Vans business, ensuring hiring needs are met to support existing operations, turnover, and expansion.
• Personally source, screen, interview, and close candidates while maintaining an active recruiting workload.
• Develop and execute effective recruiting strategies for hourly, sales-oriented positions with target compensation around $20-30/hour.
• Build proactive talent pipelines and market-specific recruiting plans based on workforce needs, labor availability, and local competition.
• Identify creative, cost-effective sourcing channels, including direct outreach, referrals, community partnerships, and hiring events.
• Partner with Vans leadership to prioritize hiring needs, anticipate staffing gaps, and address recruiting challenges with urgency.

• Lead, coach, and develop a team of two recruiters while remaining directly involved in recruiting execution.
• Establish clear hiring targets, recruiting activity expectations, and individual accountability for results.
• Monitor recruiter performance, pipeline activity, and hiring outcomes, taking corrective action when necessary.
• Lead by example through hands-on sourcing, interviewing, candidate engagement, and closing.

• Develop effective interview and assessment practices to identify candidates with strong sales ability, customer engagement, reliability, and initiative.
• Partner with field leadership to understand successful employee profiles and improve hiring decisions.
• Monitor new-hire performance and retention to continuously improve recruiting effectiveness.
• Provide leadership with clear updates on hiring progress, market challenges, and recommended actions.

• Own the Vans recruiting budget, allocating resources across markets, sourcing channels, technology, and recruiting initiatives.
• Track key recruiting metrics, including time-to-fill, hiring volume, funnel conversion, offer acceptance, successful starts, cost per hire, and new-hire retention.
• Identify recruiting bottlenecks and continuously improve processes, sourcing effectiveness, and hiring efficiency.
• Ensure recruiting practices align with company policies and applicable employment requirements.

• 6+ years of recruiting…