Recruiting Coordinator Jobs in Colorado

Overview

The Talent Acquisition Partner is a proactive, externally-facing talent professional who builds Shane Co.'s bench before roles open through direct relationships, community and industry presence, and a genuine understanding of the business. This is not a role focused on managing process; it's a role focused on building the relationships, pipeline, and market presence that make great hiring possible. The right person operates like a hunter: comfortable initiating conversations with passive talent, representing Shane Co. at job fairs and industry events, and treating every interaction with a candidate or hiring leader as the start of a long-term relationship rather than a transaction against an open req.

This role also serves as a brand ambassador for Shane Co. in the market. As a family-owned luxury retailer, the standard of care candidates experience through this role should reflect the same excellence our customers experience in our stores.

Responsibilities

Proactive Relationship Building & Community Presence

• Build and maintain a living talent bench for critical and recurring Home Office roles, engaging strong candidates on an ongoing basis, well ahead of an open requisition, and keeping those relationships warm over time.
• Represent Shane Co. externally at job fairs, industry associations, university and community partnerships, and networking events; act as a visible, credible face of the company in the Denver talent market.
• Build genuine relationships with passive candidates across Home Office functions, understanding their motivations and long-term fit rather than screening only against current openings.
• Extend Shane Co.'s employer brand presence across social and professional platforms (LinkedIn, Glassdoor) as a natural extension of in-person community work, not a substitute for it.

Strategic Partnership with Hiring Leaders

• Lead structured intake conversations with hiring partners to diagnose the true need behind a search, build alignment on candidate qualifications and process, and bring market insight and a point of view, not just execute what's requested.
• Partner with the Home Office HR Manager and senior leaders to understand organizational complexity and evolving staffing needs, and translate that into proactive sourcing strategy rather than reactive requisition-filling.
• Provide ongoing market and competitive-landscape insight to leadership to inform hiring strategy, compensation conversations, and workforce planning.

Full-Cycle Execution & Candidate Experience

• Own full-cycle recruiting for Home Office roles across business functions sourcing, engaging, assessing, and closing candidates with the relationship as the through-line from first contact to onboarding.
• Deliver a high-touch candidate experience at every step, communicating accurate, timely information about the company, opportunities, and growth potential.
• Assist with sourcing, screening, and related recruiting activities for retail locations as needed to support broader organizational staffing needs.

Infrastructure & Continuous Improvement

• Maintain accurate pipeline, requisition, and candidate data in the company's system of record to support tracking, reporting, and informed hiring decisions.
• Identify opportunities to improve recruiting processes and bring practical, business-minded recommendations that enhance efficiency without losing the relationship-first approach that defines this role.
• Facilitate hiring-related training as needed.

Qualifications

• 4+ years of recruiting/talent acquisition experience with a demonstrated, track-recorded pattern of proactive relationship-building not solely reactive requisition management.
• Demonstrated experience representing an employer brand externally: job fairs, industry associations, community organizations, or university/campus partnerships. This is a core requirement, not a nice-to-have.
• Proven ability to build and sustain a talent pipeline ahead of open need, with specific examples of candidates kept warm over months, not just weeks.
• Experience partnering consultatively with senior leaders and hiring managers bringing market data and a point of view, including comfort pushing back when a request works against a strong outcome.
• Strong communication and relationship-building skills, with the presence and polish to represent a luxury retail brand in high-visibility, external settings.
• Comfortable working across ambiguity and competing priorities while maintaining consistent follow-through.
• ATS experience is expected but secondary to the above; comfort learning a new system quickly is sufficient; deep platform-configuration expertise is not what this role is hired for.
• Bachelor's degree preferred, not required. Equivalent experience, including agency or field recruiting backgrounds without corporate/home-office tenure, is a fit if the proactive relationship track record is there.

Behavioral Characteristics

The ideal candidate is a natural connector, someone energized by initiating relationships, not just maintaining them once assigned. They think several steps ahead of the requisition, treating every strong candidate conversation as an investment in Shane Co.'s future bench. They're comfortable being the face of the company outside its walls: at an event, a community partnership, or a cold introduction to a passive candidate. They bring solutions and market perspective rather than waiting to be told what to do, and they're organized and dependable enough to manage that proactive work alongside a live requisition load. Above all, they understand that in a luxury, family-owned business, how a candidate is treated during recruiting is itself a reflection of the brand.

Work Environment

The primary environment for this role is a combination of an open office and a remote workplace. Considerable business is conducted using telephone and computer technology. This role is expected to be on-site in the Home Office 3 days per week on an ongoing basis, with regular travel to stores, job fairs, community events, and conferences up to 15% of the time to reflect the external, relationship-building core of this role.

Why Work for Shane Co.?