Manager, Talent Acquisition

<p></p> <h2 data-pm-slice="0 0 []"><strong>About the Role</strong></h2> <p>The Manager, Talent Acquisition serves as a strategic Talent Advisor and team leader within Sweetgreen's People Experience function. This role is responsible for driving field leadership recruiting across multiple regions, building and scaling talent systems, and developing a high-performing TA team. The Manager, Talent Acquisition acts as a critical thought partner to field operators; connecting talent intelligence to broader organizational strategy, succession planning, and internal mobility.</p> <hr> <h2><strong>Key Responsibilities</strong></h2> <h3><strong>Recruiting Excellence &amp; Execution</strong></h3> <ul> <li> <p>Own full-cycle recruitment for field leadership roles (Head Coach, Assistant Coach, Area Leader) across assigned regions, managing a portfolio of ~30+ active openings at a time</p> </li> <li> <p>Partner closely with Regional General Managers, Area Leaders, and People Business Partners to identify talent needs, align on candidate profiles, and move with urgency on P0/P1 priorities</p> </li> <li> <p>Lead confidential and executive-level searches with discretion, creativity, and professionalism</p> </li> <li> <p>Manage sourcing strategy across tools, including Greenhouse, LinkedIn, Indeed, Fountain, Recruitics, and BrightHire</p> </li> <li> <p>Maintain data integrity in ChartHop and Greenhouse; ensure accurate pipeline tracking and timely role management</p> </li> <li> <p>Own and manage regional recruiting budgets, maintaining accountability for spend across tools and sourcing channels</p> </li> </ul> <h3><strong>Talent Planning &amp; Internal Mobility</strong></h3> <ul> <li> <p>Facilitate monthly <strong>Talent Slating</strong> calls with Area Leaders across assigned regions, driving accountability for successor identification, readiness assessment, and internal promotion pipelines</p> </li> <li> <p>Leverage ChartHop data sheets, assessments (S2, performance/potential ratings), and relocation interest to build an objective, data-driven view of talent readiness across the fleet</p> </li> <li> <p>Partner with L&amp;D and People Business Partners to ensure internal successors receive development support aligned to their readiness timeline</p> </li> <li> <p>Drive toward a 70%+ internal fill rate for Head Coach and Assistant Coach roles through proactive talent pipeline development</p> </li> </ul> <h3><strong>New Restaurant Openings (NRO/NMO)</strong></h3> <ul> <li> <p>Manage full-cycle hiring for new restaurant openings including market research, candidate sourcing, comp analysis, and stakeholder coordination</p> </li> <li> <p>Utilize market intelligence (deep research AI tools) to prepare hiring playbooks tailored to local labor market dynamics</p> </li> <li> <p>Train and support team members on NRO and hourly hiring processes (ServiceNow, Fountain)</p> </li> </ul> <h3><strong>Team Leadership &amp; Development</strong></h3> <ul> <li> <p>Directly manage 2-3 Talent Advisors, providing regular coaching, development planning, and performance feedback</p> </li> <li> <p>Build and maintain a comprehensive Talent Advisor Guide and supporting SOPs to enable team consistency and scalability</p> </li> <li> <p>Design and facilitate team learning, calibration sessions, and process improvement initiatives</p> </li> <li> <p>Onboard new team members with structured training plans covering field leadership recruiting, hourly hiring, and key systems</p> </li> </ul> <h3><strong>Strategic Projects &amp; Influence</strong></h3> <ul> <li> <p>Partner with the Sr. Director, People Experience on workforce forecasting, team structure, and TA capacity planning</p> </li> <li> <p>Build and present data-driven analyses on open role trends, internal promotion rates, and pipeline health to inform strategic decisions</p> </li> <li> <p>Develop and iterate on tools and resources for field operators (e.g., hiring guides, interview prep materials, AL prep guides for Talent