Talent Manager

Sedron Technologies is hiring a talented Talent Manager. Sedron is a leading provider of circular waste management technologies for agricultural manure and municipal biosolids processing, deploying facilities across several North American regions. Since its founding in 2014, Sedron has pioneered innovative solutions, including the patented Varcor® system, to transform waste into clean water, organic fertilizer, and carbon-negative commodities. With strong engineering expertise, Sedron’s processes reduce nutrient pollution, lower operational expenses, and promote sustainability at a fraction of traditional costs. The Talent Manager owns Sedron’s talent acquisition function end to end, from workforce planning and requisition management through offer, orientation, and a new hire’s first days. Reporting to the Chief People Officer and working in close collaboration with the Director of People Operations, this role sets recruiting strategy, leads hiring for senior and specialized (“elevated”) roles, partners with the Chief People Officer on external recruiting firms, and is accountable for a consistently excellent candidate experience that reflects Sedron’s employer brand. While this role offers location flexibility, preference will be given to candidates located near one of our existing offices in Sedro-Woolley, WA; Bellingham, WA; or Chicago, IL. Remote employees should expect to travel to an office location approximately once per quarter. Because we design, build, commission, and operate our technologies, we are looking for individuals who can meet the following essential functions of the position: Own the full talent acquisition segment of People Operations, including strategy, process, tools, budget inputs, and results Partner with the Director of People Operations and department leaders to forecast hiring needs, prioritize requisitions, and build recruiting plans that support new facility launches and company growth Develop and continuously improve standardized, scalable hiring processes, templates, and service levels across all departments and locations Lead employer branding and recruitment marketing, including careers page content, job postings, social media, and presence at industry events, career fairs, and schools Full-Cycle & Elevated Recruiting Lead full-cycle recruiting for senior, leadership, and hard-to-fill technical roles, including intake, sourcing, assessment, interview design, references, and offer close Oversee recruiting for engineering, skilled-trade, field operations, and corporate positions, ensuring pipelines of active and passive candidates are in place for critical and recurring roles Serve as a trusted advisor to executives and hiring managers on market conditions, candidate availability, role design, and selection decisions Own the end-to-end candidate experience, from first contact through offer acceptance and Day 1, ensuring timely, transparent, and professional communication at every stage Curate and coordinate candidate travel for on-site interviews, including flights, lodging, ground transportation, itineraries, and expense handling in line with Sedron’s travel policy Plan on-site interview days, facility and shop tours, and leadership meetings that give candidates a clear, compelling picture of Sedron Gather candidate and new hire feedback, monitor experience metrics, and act on findings to improve the process Partner with the Chief People Officer on the selection of external recruiters, retained and contingency search firms, and staffing agencies, including fee structures, scope, and performance expectations Partner with the Chief People Officer in directing the work of contract recruiters and agency partners, and serve as their day-to-day point of contact to ensure alignment with role requirements, Sedron’s brand, and compliance standards Track vendor performance, spend, and outcomes, and provide recommendations to the Chief People Officer on the agency mix as business needs evolve Support People & Culture in coordinating and delivering New Hire Orientation (NHO), including scheduling, materials, presenters, facility tours, and first-week itineraries Partner with hiring managers, IT, Facilities, EHS, and Payroll & Benefits to ensure new hires are fully prepared and equipped before Day 1 Own a smooth handoff from candidate to employee, and conduct early check-ins with new hires to support engagement and retention Design and deliver training for hiring managers and interviewers on structured interviewing, competency-based assessment, bias mitigation, candidate experience, and legally compliant practices Build interview guides, scorecards, and evaluation frameworks, and coach interview panels to calibrate and make consistent, well-documented decisions Coordinate with the Director of People Operations on compensation reviews, including market benchmarking, salary range recommendations, internal equity checks, and offer approvals Prepare and negotiate offers within approved