Talent Acquisition Manager

Title: Talent Acquisition Manager
Direct Reports: 1- Talent Acquisition Coordinator
Location: Remote - DFW or Atlanta Metro

Welcome to TOCA Football where we grow Soccer!

Who We Are:

TOCA Football

One TOCA, two exciting brands, TOCA Soccer & TOCA Social. Growing soccer is our mission, and we do that by bringing soccer to life with our one-of-a-kind, tech enhanced soccer experience for players, and we are committed to creating awesome experiences for teammates and guests around the world!

TOCA is growing rapidly across the world, and whilst we continue to expand, we are committed to ensuring that we foster a culture where We All Play, all through the heart of our organization – our teammates. Whilst TOCA grows, you grow too.

What makes a TOCA Teammate? We value an individual that seeks to...

• Play Hard
• Care Deeply
• Grow Together
• Strive for Excellence
• Create Awesome Experiences

Why You'll love being apart of the TOCA Team:
You'll have full access to our TOCA Treats, which includes (but is not limited to!):

• Competitive Pay & On Demand Pay
• Paid Sick Leave
• Part Time, Flexible Scheduling
• Career Growth & Development
• Employee Assistance Program
• Active & Fit Membership
• Great Work Perks Discount Marketplace
• So many TOCA Perks we can't name all of them, but we'll try: 4 TOCA Training Sessions, 50% Off Classes, Free Pick/League Play, 1 Free Birthday Party, Food and Beverage Discount, and 2 Free Packages to share with your squad! Whew!

Your New Role:

Role Scope & Requirements:
The Talent Acquisition Manager i s a strategic and operational leader within the People Partnerships & Recruitment organization. This role oversees a high-volume decentralized recruiting function, partners closely with business leaders to design scalable, efficient, and high‑impact talent attraction programs. It combines hands-on team leadership, stakeholder management, process improvement, and data‑driven decision making to support the talent goals and objectives of TOCA Football North America.

Key Responsibilities:

Team Leadership & Operational Management

• Lead a decentralized recruitment department, including direct management of one Recruiting Coordinator.
• Manage full‑cycle recruitment for critical and leadership roles.
• Build strong cross‑functional relationships to drive alignment, adoption, and business‑focused hiring solutions.
• Establish clear service level agreements (SLAs) and communication standards across Talent Acquisition, Hiring Managers, and HR Business Partners.
• Develop hiring tools, guides, and resources to support leaders in making effective, consistent hiring decisions.

Talent Acquisition Strategy

• Partner with the Chief People Officer to define short‑ and long‑term talent acquisition strategy aligned with workforce planning and organizational goals.
• Lead the design and execution of sourcing strategies, talent pipelines, and recruitment programs that support current and future talent needs.
• Monitor labor market trends and adjust recruiting approaches to stay competitive.
• Establish a comprehensive recruitment action plan for peak hiring seasons to ensure readiness, alignment, and efficient execution.
• Define, track, and report on talent acquisition metrics to measure performance and drive improvements.
• Stay ahead of evolving talent needs by soliciting feedback, leveraging data, and monitoring candidate flows to ensure an adequate pipeline of candidates that meets staffing requirements.
• Monitor awareness and usage of the Teammate Referral Program and leverage insights to drive increased referral engagement and strengthen the candidate pipeline.

Applicant Tracking System (ATS) Leadership

• Oversee administration, optimization, and evolution of the Applicant Tracking System (e.g., Paycor Recruiting and People Matter).
• Ensure accurate job posting, requisition management, applicant flow, and reporting.
• Partner with People Operations and vendors to maintain data integrity, system stability, and a seamless user experience.
• Lead ATS training, adoption strategies, and ongoing enhancements, and establish a sustainable practice for new hiring manager training and ongoing hiring manager development.
• Ensure compliance with system policies, data security standards, and legal requirements.

Vendor & Partner Management

• Partner with the Chief People Officer to manage external recruiting vendors and partners.
• Ensure vendor alignment with company standards, SLAs, and best practices.

Talent Brand & Employer Marketing

• Develop innovative recruiting strategies leveraging social media, community partnerships, and school programs.
• Collaborate across People & Culture and Communications to refine and deploy TOCA’s Employee Value Proposition (EVP).
• Support organization‑wide communication efforts related to HR programs and strategic initiatives.

Candidate Experience & Onboarding

• Partner with People Operations to ensure smooth transitions and integrations during the candidate‑to‑new‑hire journey.
• Design and implement strategies that promote a positive, inclusive, and consistent candidate experience.
• Monitor and improve application workflows, coordination, communication touchpoints, and handoffs.

Process Improvement & Optimization

• Identify process inefficiencies and lead optimization initiatives using automation and AI‑enabled tools.
• Implement enhancements that streamline workflows, reduce bottlenecks, and elevate the candidate experience.
• Implement enhancements that streamline workflows, reduce bottlenecks, and elevate the candidate experience.

Compliance and Diversity

• Stay informed about relevant employment laws and regulations to ensure compliance throughout the recruitment process.
• Actively promote and support diversity and inclusion initiatives in recruitment efforts.

Project Management

• Working cross-functionally with all People & Culture experts to create and implement people practices across the business.
• Support ad-hoc projects to enhance candidate, hiring manager and teammate experience.

Requirements

• A minimum of 5 years of HR experience.
• Previous experience leading others
• A passionate individual, who is curious to always know more and willing to get deep.
• Proven experience in multi-unit organization with exposure to diverse business units.
• Deep understanding of recruitment best practices and employment laws.
• A strong sense of ownership and a growth mindset are essential.
• Expert knowledge in use of Applicant Tracking Systems (we use Paycor & People Matter)
• Demonstrated use of HR data and analytics to inform decisions and drive improvement.
• Excellent communication, problem-solving, and organizational abilities.
• Experience creating and maintaining HR processes, SOPs and documentation.