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Director, Talent Attraction and Employer Branding$150,000 - $190,000 annually + incentives

At Pinnacle Live, you'll do more than fill a role—you'll help shape the future of live events, hospitality, and production excellence.

Company Overview

Pinnacle Live is a premium, in-house AV and event production company operating at premier hotels and resorts across North America. We exist to Elevate Experiences, combining cutting-edge production with a deeply human touch, holding ourselves to a standard where exceptional is the baseline. We're guided by three core values: Excellence is our attitude. Innovation is our mindset. Our people make the difference. If you show up prepared, take ownership of your craft, and want to grow alongside a team that holds itself to high standards, we'd love to meet you.

Job Summary

The Director, Talent Attraction and Employer Branding is responsible for establishing and leading Pinnacle Live's national talent attraction strategy and employer narrative supporting hiring across venue technicians, event producers, and corporate sales and technology functions, and defines how Pinnacle Live is known as an employer across North America.

The Director reports directly to the Chief Human Resources Officer, serves on the HR leadership team, and partners daily with Venue Directors and regional operators who feel every open requisition in their P&L. The mandate is broad, the visibility is high, and the function is being built rather than inherited.

If you have been waiting for the chance to design a function the way you have always argued it should be designed, and then be accountable for the results, this is that role.

This is a remote leadership position based in the United States, with a preference for candidates located in Dallas, Texas. The role requires approximately 25–30% travel to Pinnacle Live venues, corporate meetings, industry events, and leadership gatherings.

Essential FunctionsTalent Strategy and Delivery

• Design and execute a national sourcing and recruitment strategy aligned to venue growth, seasonality, and hiring priorities across hourly, salaried, and leadership roles.
• Lead workforce planning in partnership with Finance and Operations, including forecasting hiring demand, building capacity ahead of new venue openings and acquisitions, and protecting service delivery through peak event season.
• Build sourcing pipelines in the audiovisual, event technology, hospitality, and corporate technology talent markets, including part-time, on-call, and freelance labor pools that flex with event demand.
• Establish enterprise hiring process standards covering intake, structured interviewing, candidate assessment, offer strategy, and hiring manager enablement across a distributed field organization.

Employer Brand and Candidate Experience

• Own Pinnacle Live's employer value proposition and employer brand across the careers site, social channels, job content, and all candidate-facing touchpoints.
• Partner with Marketing and Communications to develop recruitment marketing campaigns, content, and employee advocacy programs.
• Manage Pinnacle Live's presence and reputation on employer review platforms and incorporate candidate feedback into hiring process improvements.
• Represent Pinnacle Live at industry events, career fairs, and partnerships with trade schools, audiovisual and technical training programs, and apprenticeship pipelines.

Team Leadership, Systems, and Operating Rigor

• Lead, coach, and develop the Talent Acquisition and Employer Branding team, including team structure, capability building, performance standards, and succession.
• Own the recruiting technology stack, applicant tracking system, candidate relationship management, sourcing tools, assessments, and programmatic job advertising, including selection, implementation, adoption, and return on investment.
• Manage the talent acquisition budget and all agency and vendor relationships, including contract negotiation and cost-per-hire accountability.
• Develop and maintain talent acquisition analytics, including time-to-fill, source of hire, offer-acceptance rate, funnel conversion, quality of hire, and 90- and 180-day retention; report results and forecasts to the CHRO and executive leadership.
• Ensure hiring practices are compliant, consistent, and defensible across all states and properties in which Pinnacle Live operates, including unionized properties.

First-Year Performance Objectives

• A documented and adopted national hiring model in active use by Venue Directors.
• Measurable improvement in time-to-fill and offer-acceptance rate for critical technical roles.
• A defined employer value proposition in market, supported by a career's presence and content program.
• Established pipelines that enable on-schedule staffing of new venue wins.
• A talent acquisition team with clear standards and documented development plans.
• A monthly talent dashboard used by executive leadership for decision-making.

Education & Experience

• Bachelor's degree in Human Resources, Business Administration, Marketing, Organizational Development, Communications, or a related field required; Master's degree preferred.
• Equivalent combination of education and directly related experience will be considered.
• Ten (10) or more years of progressive Talent Acquisition, Recruitment Marketing, Employer Branding, or Human Resources leadership experience.
• Five (5) or more years of people leadership experience managing Talent Acquisition teams and recruiting operations across multiple locations or business units.
• SHRM-SCP, SPHR, or comparable professional certification preferred.

Required Skills & Knowledge

To perform this job successfully, an individual must be able to satisfy each essential duty. The requirements listed herein are representative of the knowledge, skill, and/or ability required.

• Demonstrated experience building, rebuilding, or scaling a talent acquisition function, including process design, team structure, technology, and performance standards.
• Experience with workforce planning and hiring demand forecasting tied to business growth, seasonal demand, new location openings, or acquisition integration.
• Working knowledge of federal and multi-state employment laws and regulations governing hiring, including EEO, ADA, FLSA, OFCCP, Form I-9, and background screening requirements.
• Ability to travel approximately 25%, including overnight travel.
• Experience in a high-growth private equity-backed or post-acquisition environment, including merger and acquisition talent integration.

Preferred Qualifications

• Agency, recruitment process outsourcing (RPO), or staffing experience in addition to in-house talent acquisition leadership.
• Experience with an enterprise applicant tracking system such as Workday, Greenhouse, ICIMS, UKG, or Smart Recruiters.
• Experience building early-career and technical talent pipelines through trade schools, apprenticeship programs, military, and veteran hiring initiatives, or community partnerships.

Knowledge, Skills, and Abilities

• Ability to build credibility with and influence senior executives and field operations leaders who hold profit-and-loss accountability.
• Ability to lead organizational change and drive adoption of new processes across a decentralized workforce.
• Strong analytical and data interpretation skills, including the ability to translate recruiting data into business recommendations.
• Effective written and verbal communication skills, including executive-level presentation ability.
• Strong project management skills with the ability to manage multiple competing priorities.
• Sound judgment and the ability to handle confidential and sensitive information appropriately.

Travel Demands

• Travel of approximately 25–30% is required, including air and ground travel and overnight stays, for venue visits, industry events, career fairs, and school partnerships.
• Work is primarily performed in an office or remote office environment, with prolonged periods of sitting and computer use.
• Occasional work in active venue and event environments, which may include loud noise, variable lighting, and proximity to production equipment.

Physical Demands

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is regularly required to:

• Sit at a desk
• Stand or walk for long periods, including up and down stairs
• Consistently bend and stoop
• Use hands to hold, handle, or feel
• Reach with hands and arms
• Talk, hear, and communicate.
• Lift up to 50 pounds occasionally

Benefits

• Generous time off with PTO, holidays, and sick/personal days
• 401k with a contribution match
• Insurances: health, vision, dental and more

Pinnacle Live is an E-verify and Equal Employment Opportunity Employer

Pinnacle Live is committed to welcoming, valuing, and supporting every person and their unique contributions. We are actively working to foster an environment where diversity, equity, inclusion, belonging, and mutual respect thrive. We recognize that diversity is intersectional, and that actively valuing diversity demands that we continually strive to establish a welcoming atmosphere for all.

Pinnacle Live welcomes, openly acknowledges, empowers, and celebrates the diversity of all our team members, clients, and partners, and affirms the identities and experiences of all our members. We strive to create an environment where we actively embrace all forms of diversity.