National Director, Talent Acquisition

Compensation: $150,000 annual base salary plus an annual performance incentive of up to $25,000, offering total annual cash compensation potential of $175,000.

Backyard Products is creating a new national Talent Acquisition function—and we are searching for a hands-on, innovative recruiting leader to build it with us. Great opportunity if building a department is in your wheelhouse.

The National Director, Talent Acquisition & Capacity will lead recruiting across our national business, including W-2 employees, independent builder contractors, manufacturing and warehouse talent, field operations, professional positions, and critical leadership searches.

This is not a traditional recruiting leadership role, and success will not be measured simply by applications, interviews, offers, and accepted positions.

For our independent builder network, recruiting success means converting a qualified candidate into an activated, productive, and retained builder who adds capacity in the markets where our customers need us most. The right leader will connect Talent Acquisition directly to customer delivery times, operational capacity, backlog reduction, and company growth.

Reporting directly to the Chief People Officer, you will build and lead a nationally dispersed Talent Acquisition team consisting of regional Talent Acquisition Partners supporting the East, Central, and West, along with a Talent Acquisition Coordinator.

You will create the strategy, processes, technology, metrics, and operating rhythms for the function while remaining personally involved in priority searches, difficult markets, candidate assessment, and executive recruiting.

This is an opportunity to build—not simply inherit—a national Talent Acquisition operating model.

• Lead the national recruiting strategy for W-2 employees, independent builder contractors, professional talent, and leadership positions
• Translate branch demand, customer backlog, production requirements, attrition, productivity, and growth plans into targeted recruiting priorities
• Transform how we find, engage, qualify, activate, and retain skilled independent builders across our national footprint
• Build a disciplined recruiting process from targeted sourcing and telephone screening through field handoff, activation, first successful build, productivity, and early retention
• Lead recruiting for field operations, manufacturing, warehouse and distribution, corporate functions, and other business-critical positions
• Personally recruit high-priority professional, management, and executive talent
• Coach and develop a geographically dispersed recruiting team with clear priorities, scorecards, service expectations, and accountability
• Create standardized workflows, screening tools, candidate communications, handoff protocols, dashboards, and weekly recruiting and capacity reviews
• Use data and technology to identify funnel bottlenecks, improve conversion, reduce administrative work, and connect recruiting activity to business performance
• Build strong partnerships with executives, regional and territory leaders, branch teams, manufacturing, distribution, and hiring managers
• Strengthen direct sourcing and reduce unnecessary dependence on external recruiting agencies

• Productive builder capacity added in priority markets
• Conversion from qualified candidate to activation and first successful build
• Builder productivity and 30-, 60-, and 90-day retention
• Reduced time from qualification to productive work
• Timely, high-quality W-2 and leadership hiring
• Reduced capacity gaps and customer backlog
• Stronger direct-sourcing capability and reduced agency dependence
• Accurate, actionable recruiting and capacity data
• Development and performance of the Talent Acquisition team

You are a builder and operator who enjoys creating structure, improving systems, and solving complex recruiting challenges.

You can think strategically, lead a team, analyze performance, influence senior leaders, and still roll up your sleeves to source, screen, assess, and close candidates.

Your background should include:

• Progressive Talent Acquisition leadership experience with responsibility for leading and developing recruiters
• High-volume recruiting across multiple locations, markets, branches, or operating regions
• Experience recruiting within skilled trades, independent-contractor networks, field services, home…