Talent Acquisition Manager

On the heels of achieving 3X growth, Virginia Transformer is hiring to do it again!

We’re strategically building our team for the next 3X growth cycle — a phase that is both intense and incredibly rewarding. We’re highly selective about who joins us, because this journey isn’t for everyone.

If you have the drive, grit, and expertise to perform at a high level — and you want to grow your career 3X alongside the Company’s growth — we’d love to talk.

Apply below and let’s start the conversation.

Who We Are

Virginia Transformer is the largest U.S.-owned producer of power transformers in North America, and we’ve been able to grow the past 50-plus years through an unwavering focus on delivering for our customers. We’re more than 5,400 people strong and are known throughout the industry for being an engineering company that makes premium quality transformers in the shortest lead times.

As a privately held, organically growing company, we thrive on nimbleness, innovation, and tenacity.

Join Our Team

If you love the thrill of securing the U.S. electric grid, enabling all manufacturing in the country, and the energy of a fast-moving train — this is the place for you. We train hard, grow together, and lead with purpose. Every transformer we build is custom, every challenge unique, and every team member essential.

We’re looking for those ready to lead, fueled by commitment, and driven by impact. We are growing so fast that all our available roles are not yet posted, so let us know if you are interested and we will follow-up.

Job Title: Talent Acquisition Manager

Location: Onsite Roanoke, VA, competitive relocation offered

Reports to: Director of Talent Acquisition / HR Leadership

Employment Type: Full-time

Position Summary

The Talent Acquisition Manager is responsible for leading, executing, and continuously improving the company’s end-to-end recruiting strategy to support business growth across salaried, hourly, technical, and leadership roles. This role blends hands-on recruiting leadership with process design, data-driven decision-making, and stakeholder partnership, ensuring the organization attracts and hires top talent at scale.

The ideal candidate is both strategic and operational — capable of building recruiting capability, managing recruiters, influencing leaders, and delivering consistent hiring results in a fast-paced, multi-site environment.

Key Responsibilities

Talent Acquisition Strategy & Execution

• Lead full-cycle recruiting efforts across exempt and non-exempt roles, including professional, technical, manufacturing, and leadership positions.
• Partner closely with business leaders to understand workforce plans, hiring priorities, and talent risks.
• Translate business growth objectives into proactive recruiting strategies and pipelines.
• Balance speed, quality, and candidate experience in a high-demand hiring environment.

Team Leadership & Development

• Manage, coach, and develop a team of recruiters and coordinators.
• Establish clear performance expectations, metrics, and accountability.
• Provide ongoing training in sourcing, interviewing, offer management, and candidate engagement.
• Foster a high-performing, collaborative recruiting culture focused on continuous improvement.

Stakeholder & Hiring Manager Partnership

• Act as a trusted advisor to hiring managers and senior leaders.
• Guide leaders on role definition, labor market conditions, compensation alignment, and hiring best practices.
• Drive consistency and fairness in interview processes while maintaining flexibility for business needs.
• Support executive and hard-to-fill searches as needed.

Recruiting Operations & Process Excellence

• Own and continuously improve recruiting processes, workflows, and service-level expectations.
• Ensure compliance with employment laws, internal policies, and audit requirements.
• Leverage ATS, LinkedIn, and recruiting technologies to improve efficiency and visibility.
• Partner with HR, Compensation, Immigration, and Onboarding teams to ensure seamless hiring execution.

Data, Metrics & Reporting

• Track and analyze recruiting metrics including time-to-fill, quality of hire, source effectiveness, and recruiter productivity.
• Use data to identify bottlenecks, improve outcomes, and inform leadership decisions.
• Prepare regular recruiting updates for HR and business leadership.

Employer Branding & Talent Market Presence

• Strengthen the company’s employment brand through candidate experience, messaging, and outreach.
• Partner with marketing and leadership to promote the company as an employer of choice.
• Build relationships with external partners including agencies, universities, and professional networks.

Required Qualifications

• Bachelor’s degree required (HR, Business, or related field preferred).
• 5+ years of progressive talent acquisition experience.
• 2+ years of experience leading or mentoring recruiters.
• Proven experience recruiting in manufacturing, industrial, engineering, or technical environments.
• Strong knowledge of full-cycle recruiting, sourcing strategies, and ATS platforms.
• Ability to manage multiple priorities in a fast-paced, high-growth environment.

Preferred Qualifications

• Experience supporting multi-site or high-volume hiring.
• Exposure to executive, leadership, or hard-to-fill technical searches.
• Experience partnering with compensation or workforce planning teams.
• Familiarity with immigration, relocation, or international hiring (a plus).
• HR certification (PHR, SPHR, SHRM-CP/SCP) a plus.

Key Competencies

• Strategic thinking with strong execution discipline
• Leadership and people development
• Stakeholder influence and communication
• Data-driven decision-making
• Process improvement mindset
• High level of integrity, professionalism, and confidentiality

What Success Looks Like

• Consistent delivery of qualified talent aligned with business needs.
• Improved time-to-fill and hiring manager satisfaction.
• A motivated, high-performing recruiting team.
• Clear visibility into recruiting performance and pipeline health.
• A strong, scalable recruiting function that supports long-term growth.