• Partner with hiring managers to understand role requirements and build effective candidate pipelines • Source and screen candidates across job boards, LinkedIn, and other channels • Manage the full candidate experience from first contact through offer • Coordinate interview scheduling and keep hiring processes moving • Maintain our ATS and keep candidate records accurate and current • Support onboarding for new hires • Handle people operations and administrative tasks as needed

• The Talent Acquisition Manager - LAC is responsible for managing sourcing and/or end-to-end recruitment activities for Director and General Manager roles for full and select service hotels across the subregion. • Support a portfolio of 42 operating hotels, with an additional 4–5 hotel openings anticipated over the next three years. • Partner closely with hotel leadership, HR teams, and regional stakeholders to attract, assess, and hire high-quality talent across a broad range of hotel functions. • Manage the full recruitment lifecycle, including intake meetings, sourcing, screening, interviewing, offer management, and onboarding coordination. • Ensure a high-quality candidate experience throughout the recruitment process.

• Build and execute tailored, AI-assisted sourcing strategies for each search – designing repeatable workflows for identifying, engaging, and converting passive candidates at scale across both technical and business disciplines • Use data and pipeline analytics to continuously refine sourcing effectiveness, tracking conversion rates, outreach response rates, and time-to-fill to inform decisions in real time • Maintain a proactive, systems-based approach to talent mapping – building and benchmarking pipelines before requisitions open, not after • Leverage AI tools to automate repeatable sourcing and screening tasks, freeing capacity for high-judgment work: calibration conversations, passive candidate engagement, and closing • Serve as a credible business partner to both technical and business leaders – bringing market intelligence, calibration depth, and a willingness to challenge requirements when the data supports it • Set clear expectations with hiring managers on search strategy, pipeline health, and trade-offs – using data to frame difficult conversations rather than avoiding them • Develop trusted relationships with hiring managers, interviewers, and department leaders by delivering consistent follow-through and proactive communication throughout every search • Own the candidate experience end-to-end – treating every touchpoint as a brand-building moment and holding yourself accountable to response SLAs and communication quality even when hiring teams are slow • Identify high potential beyond keyword matching – assessing capability, trajectory, and culture contribution through thoughtful screening and structured evaluation • Balance immediate hiring goals with long-term pipeline building across both technical and business talent markets • Continuously audit your own workflows for inefficiency – designing AI-assisted solutions to reduce manual burden in application review, outreach, scheduling, and status communication • Use our ATS (Ashby) not just for tracking but for insight generation – maintaining data integrity and delivering pipeline health reports that drive action • Navigate challenges with candidates, colleagues, and hiring teams using a solutions-oriented, collaborative approach

Role Description Looking to own your reqs, move fast, and hold hiring teams accountable? This is not a passive recruiting role. We need a driven TA pro who can run full-cycle recruiting at scale and push results through. - 100% remote - 9/80 schedule – every other Friday OFF - High-impact hiring across a major Aerospace & Defense organization - True ownership of your pipeline (100+ reqs split across a team) What you’ll be doing: - Run full-cycle recruiting from intake through offer - Partner closely with hiring managers — drive urgency, set expectations, and keep the process moving - Source, screen, and secure top talent across: - Engineering - Assembly - Quality - Supply Chain - Program Management - Manage multiple priorities without letting anything slip - Use Workday and modern sourcing tools to build strong pipelines fast - Deliver a structured, consistent recruiting process Qualifications - 3+ years of corporate, full-cycle recruiting experience - Proven ability to manage high req volume and competing priorities - Strong communicator who can push back when needed and keep stakeholders aligned - Experience with Workday (required) - Sharp sourcing skills (LinkedIn + tools) - High sense of urgency and accountability Requirements - Aerospace & Defense recruiting experience (nice to have) Benefits - Medical, dental & vision - Critical Illness, Accident, and Hospital - 401(k) Retirement Plan – Pre-tax and Roth post-tax contributions available - Life Insurance (Voluntary Life & AD&D for the employee and dependents) - Short and long-term disability - Health Spending Account (HSA) - Transportation benefits - Employee Assistance Program - Time Off/Leave (PTO, Vacation or Sick Leave) Company Description This is a Contract position based out of Moorpark, CA. The pay range for this position is $40.00 - $50.00/hr. Eligibility requirements apply to some benefits and may depend on your job classification and length of employment. Benefits are subject to change and may be subject to specific elections, plan, or program terms. If eligible, the benefits available for this temporary role may include the following: This is a fully remote position. This position is anticipated to close on Jun 11, 2026.