Head of Talent Acquisition & Automation
Job Description
JOB SCOPE: The Head of Talent Acquisition & Automation is responsible for building and scaling a national technician workforce strategy across both W2 employees and 1099 independent contractors. This role oversees end-to-end technician supply, including workforce planning, recruiting operations, contractor network development, and the integration of AI-driven automation to improve hiring efficiency, quality, and scalability. JOB SUMMARY: This role leads the transformation of technician recruiting through data, automation, and AI-enabled solutions. The position ensures that Sears Home Services maintains the right technician capacity in the right markets at the optimal cost. The leader partners cross-functionally to align workforce strategies with business demand and drives innovation in talent acquisition practices. SUPERVISION: Direct :Manager, Talent Acquisition, Senior Onboarding Specialist, Talent Acquisition Admin Indirect:10-15 Recruiters REPORTS TO: Chief Of Staff To The ChairmanTravel Requirements
Moderate (15-30%)Preferred Minimum Education
Bachelors Level DegreeResponsibilities/Skills/Experience Requirements
JOB DUTIES/RESPONSIBILITIES:- Develops and executes a national technician supply strategy across W2 and 1099 channels, including optimizing labor mix for cost, quality, and flexibility and designing market-specific staffing approaches based on demand, seasonality, and labor availability
- Forecasts technician demand using data, predictive modeling, and business inputs to ensure proper capacity coverage across markets
- Owns and leads full-cycle recruiting strategy for technician roles, building scalable pipelines through trade schools, apprenticeship programs, military/veteran initiatives, referral ecosystems, and digital sourcing platforms
- Develops targeted recruiting strategies for high-growth and hard-to-fill markets to ensure consistent talent supply
- Leads the design and implementation of AI and automation across the recruiting lifecycle, including sourcing, candidate matching, screening, interview scheduling, and candidate engagement tools such as chatbots
- Implements workflow automation across recruiting processes (e.g., offer generation, onboarding coordination) and integrate solutions with HRIS systems such as Workday
- Builds and leverages data models, dashboards, and predictive analytics to enable real-time decision-making and improve hiring outcomes
- Continuously evaluates and adopts emerging technologies to enhance speed, quality, and cost efficiency of hiring while ensuring ethical and compliant AI usage
- Designs, builds, and scales a high-performing 1099 independent contractor network, including sourcing, onboarding, engagement, and performance management strategies
- Ensures compliance with contractor classification standards and labor regulations while optimizing contractor retention, utilization, and productivity
- Standardizes and optimizes recruiting workflows across regions with an automation-first approach, driving improvements in recruiter productivity and operational efficiency
- Implements and manages metrics-driven recruiting practices, including time-to-fill, cost-per-hire, and quality of hire, while enhancing candidate experience through faster and more transparent processes
- Analyzes labor market trends, wage benchmarks, and competitor strategies to identify talent gaps and proactively adjust sourcing, compensation, and incentive strategies
- Partners cross-functionally with Field Operations, HR, Finance, and Training teams to align workforce strategies with service demand and business growth targets
- Leads, develops, and mentors a team of recruiters, workforce planners, and recruiting operations specialists, fostering a culture of data-driven decision-making, innovation, accountability, and continuous improvement
- Performs supervisory functions, including but not limited to, making employment decisions regarding hiring, promoting, demoting and terminating, conducting performance appraisals and coaching and developing associates
- Bachelors Degree
- 5-10 years of related experience
- Up to 25% travel
- 18 years of age or older
- 5 10+ years of experience in recruiting, workforce strategy, or staffing
- Experience hiring field-based or skilled trades roles
- Proven success scaling recruiting across multiple markets
- Experience working with W2 and/or 1099 workforce models
- Experience implementing recruiting automation or AI-driven tools
- Strong analytical and workforce planning skills
- Ability to leverage data for decision-making and forecasting
- Experience leading cross-functional initiatives
- Knowledge of recruiting operations and process optimization
- Understanding of labor laws related to independent contractors
- Experience in home services or field service environments
- Familiarity with Workday or similar ATS platforms
- Experience with recruiting technologies (CRM systems, programmatic advertising, AI sourcing tools)
- Exposure to advanced workforce analytics and automation strategies