Position Description: 

At Encore Fire Protection, recruiting isn’t just a function, it’s the engine behind our growth and the caliber of service we deliver every day. As Talent Manager, you’ll lead from the center of it all: finding, hiring, and helping to retain the people who keep our mission moving forward. You’ll oversee full-cycle recruiting, ensure standout candidate experience while helping our team hit both short- and long-term hiring goals. In a PE-backed environment, this is a role for someone who can handle pressure, move with urgency, and build systems that scale. 

You’ll guide the daily operations of our recruiting team with care and clarity, bringing focus to every open role and partnering closely with both field and corporate leaders to understand what’s truly needed. In a business that moves fast and runs on grit, your work will create the structure and consistency that allows us to grow with intention. 

More than that, your leadership will reflect what we value most: a deep sense of purpose, a drive for meaningful outcomes, and a genuine commitment to the people on the front lines. In a company where our people are the product, the impact you make won’t just be seen, it will be felt across every job site, every team, and every customer we serve. 

You’ll be joining the Talent, Culture, and People team—a hands-on, business-embedded group that doesn’t just “do HR.” We’re partners in growth, solving real problems, building the bench, and setting the standard for what great hiring looks like at scale. We don’t just fill roles; we find, attract, and hire the kind of people who make this business better.  

Let’s be real, most people don’t grow up dreaming of a career in fire protection. But once they’re here, they find the impact, the purpose, and the pride in what we do. Your job is to help our team to find them.  

Your Path to Success: 

In your first 90 days: You’ll dive right into our culture, knowing that making an impact doesn’t always mean making one. You will learn our org structure inside and out and start building relationships with all people at Encore not just hiring managers across functions and geographies. You’ll also get to know what really matters to us when we’re hiring and how that shows up in the types of people who thrive here. 

Post-90 Days: With your early wins and thoughtful approach, you’ll start earning the respect of cross-functional leaders and your recruiting teammates. You’ll lead with clarity and influence; owning key roles from intake to close, setting a high standard for hiring excellence, and modeling what great partnership looks like. By identifying what’s working (and what’s not), you’ll begin shaping how we improve our hiring practices, while building credibility as a strategic, reliable, and solutions-oriented leader. 

Long-Term Vision: You won’t just fill roles or manage a team - you’ll help architect the entire talent strategy. Being on the Talent team right now isn’t easy. We're in build mode, scaling fast, and creating systems that don’t exist yet. But that’s also what makes this moment exciting. You’ve probably heard stories about best in class recruiting teams; they all started somewhere. If you're in it for the long haul, your legacy will be building something so effective, so thoughtfully designed, that someday any Talent Manager could step in and run it. Not because it was easy, but because you did the hard work to make it that way. 

Key Responsibilities: 

• Own full-cycle recruiting for priority roles across departments and locations 

• Partner closely with hiring managers to scope, define, and refine job needs 

• Build pipelines using a mix of sourcing tools, creative outreach, and good ol’ fashioned hustle 

• Drive hiring processes from intake to offer both thoughtfully and efficiently 

• Coach interviewers on best practices, candidate experience, and bias mitigation 

• Leverage recruiting metrics to set direction, align the team, and continuously improve execution 

• Provide regular updates and data to leadership on hiring progress and trends 

• Collaborate with the broader TCP team on employer brand, retention, and workforce planning 

What Will Make You Stand Out? 

If you’ve made it this far as a Recruiter and Talent Manager, we already know you can interview. But we’re not looking for a résumé full of buzzwords. What we are looking for is depth, drive, and the kind of storytelling that shows us who you are and how you work. Be ready to tell us:  

• A time you hired for a tough role and made it happen 

• How you train, motivate and inspire your team 

• Your favorite sourcing tools and how you use them 

• Calling all recruiting KPIs - What metrics matter to you and why 

• Your philosophy on candidate experience 

• How you stay organized in chaos because there will be “chaos” 

You might have a degree in Human Resources, Business, or a related field or maybe you don’t. We care more about your track record and mindset than your credentials. 

Why Encore? 

Joining Encore means becoming part of a team that values creativity, innovation, and impact. We are committed to developing an environment where good people can achieve great things by doing meaningful work.  Beyond that, here is what you can expect: 

• Competitive salary with performance-based bonuses 

• Casual work environment where ideas and creativity are encouraged 

• Office attire that matches the objective, from jeans to suits 

• Company swag upon joining the team 

• Daily snacks and coffee, with weekly office meals 

• A supportive culture that embraces change and innovation 

• Access to cutting-edge tools and technologies 

• Participation in a comprehensive benefits package, including health, dental, and vision insurance, 401(K) with employer match, and company-paid life insurance 

We are an Equal Opportunity Employer, committed to creating a diverse and inclusive environment. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, disability, age, or veteran status. 

#LI-LP1