Talent Acquisition Partner

Overview

Every proposal, anniversary, and milestone that happens in a Shane Co. store happens in front of someone we hired. Finding those people, before we need them, is this job.

Shane Co. is building a new regional Talent Acquisition model for our stores, and we’re looking for a Talent Acquisition Partner to own it on the ground across our East region. You’ll be the hiring partner to our Store Managers, the person who knows the best talent in your markets by name, and the face of a family‑owned jeweler in the communities where our customers live.

We ask our jewelry consultants to be a friend first. We ask the same of the people who hire them. This is a relationship role, not a requisition‑processing role.

Why This Role:

• Build, don’t just maintain. You’ll help shape a newly structured regional recruiting model. Your ideas on sourcing, process, and candidate experience will be put to work.
• A real seat at the table. You’re the Store Manager’s hiring partner, with direct access to field and senior leadership.
• Out from behind the screen. Remote‑based, with regular time in our stores, at events, and in the community, not forty hours a week inside an applicant tracking system.
• A legacy you help build, not just join. A family‑owned company since 1929 that invests in the people who build it.

Responsibilities

Build the Bench Before the Need

• Build and maintain talent pipelines for critical and recurring store roles across your region, including jewelry consultants, sales leadership, customer service, and operations.
• Engage strong candidates before a requisition opens and keep those relationships warm over months, not weeks.
• Get to know passive talent: their motivations, their strengths, and where they want their careers to go.
• Represent Shane Co. at job fairs, industry and community events, and university partnerships, and create local recruiting activations of your own.
• Grow Shane Co.’s employer brand on Linked In, Glassdoor, and other professional platforms.
• Spend meaningful time in our stores to learn the business, the teams, and what great looks like in each market.

Partner Like a Trusted Advisor

• Lead structured intake conversations with Store Managers, field leaders, HR partners, and senior leadership.
• Get to the business need behind every search and align early on qualifications, process, timing, and hiring strategy.
• Turn market‑specific staffing needs into proactive sourcing and recruiting plans.
• Bring market intelligence, including talent availability, competitor activity, and compensation trends, to inform hiring strategy and workforce planning.
• Give a clear point of view on candidates and market conditions, and offer practical alternatives when a request won’t lead to a strong hire.

Own the Full Cycle and the Candidate Experience

• Own full‑cycle recruiting in your markets: sourcing, engagement, assessment, interview coordination, selection, offer management, and follow‑through to Day 1.
• Treat every candidate the way we treat every customer: timely, honest, and personal at every step, whether or not they get the job.
• Present Shane Co.’s culture, career paths, and expectations with clarity and honesty.
• Lead and support hiring events and store‑level recruiting initiatives.
• Balance priorities across multiple markets without dropping follow‑through.

Make the Function Better

• Keep candidate, pipeline, requisition, and activity data accurate in our applicant tracking system and other systems of record.
• Use recruiting data to drive pipeline visibility, reporting, and better hiring decisions across your region.
• Recommend practical improvements that make recruiting more efficient without losing the relationship‑first approach.
• Facilitate hiring‑related training for store leaders as assigned.
• Share what’s working, including…