New

Director of Talent Acquisition

Crain Communications
retirement plan, remote work
United States, Michigan, Detroit
Jun 25, 2025
Description Crain Communications is seeking an experienced and highly strategic Director of Talent Acquisition to lead enterprise-wide recruiting efforts while managing full-cycle recruitment for key roles across the organization. This position offers a rare combination of strategic ownership and direct impact-ideal for a recruiting leader who enjoys shaping vision while staying engaged in the work. You'll be responsible for developing and executing Crain's talent acquisition strategy while actively managing a requisition load, including mid- to senior-level searches. The ideal candidate is someone who thrives in high-level conversations with business leaders, builds forward-looking talent pipelines and takes pride in delivering an excellent candidate and hiring manager experience. Key Responsibilities Strategic Leadership Lead the design and execution of a scalable, future-focused recruiting strategy that aligns with Crain's business goals and evolving workforce needs. Partner with business leaders to understand evolving talent needs and develop recruiting strategies that align with market trends and organizational growth. Develop and track recruiting performance metrics to evaluate effectiveness, improve outcomes and inform decisions. Full-Cycle Recruiting Own and manage full-cycle recruiting for critical, high-impact roles across departments-including executive-level and confidential searches. Recruit across a variety of functions including sales, technology, marketing, editorial, operations and corporate services. Build and maintain proactive pipelines to reduce time-to-fill and increase hiring agility. Stakeholder Partnership Serve as a trusted advisor to hiring managers, providing market insights, helping shape job requirements and guiding interview strategies and selection processes. Deliver a high-touch candidate experience and ensure consistency and quality across all recruiting touchpoints. Talent Brand & Market Positioning Represent Crain externally as a compelling employer of choice in the media and business information industry. Partner with internal teams to improve how we communicate our culture, values and opportunities through job postings, career site and recruitment campaigns. Infrastructure & Process Optimization Use Workday Recruiting to ensure data accuracy, process compliance and consistent documentation. Continuously assess and improve recruiting workflows, sourcing strategies and onboarding handoffs. Qualifications 7-10 years of recruiting experience, including demonstrated success in managing senior-level and/or executive searches. Strong track record of recruiting across multiple functions; comfort working with leaders across business units and geographies. Experience developing recruiting strategies, managing pipelines and advising business leaders on market dynamics. Strong relationship-building, communication and influence skills. Prior experience using applicant tracking systems (Workday preferred) and recruiting analytics. Bachelor's degree in Human Resources, Business, Communications, or related field. Why Join Crain? Lead with Impact: Influence company-wide talent acquisition strategy and drive high-stakes hires. Balance Strategy and Execution: Be both a thought partner and a hands-on recruiter. Work Closely with Leadership: Partner directly with HR and business leaders across functions. Shape What's Next: Help transform and elevate the talent acquisition function during a time of organizational evolution. People-First Culture: Join a collaborative, forward-thinking HR team that values innovation, accountability and partnership. Pay Transparency Disclosure The estimated salary range for this position is $130,000 to $175,000. The final salary offering will be determined based on multiple factors, including candidate experience, qualifications, accomplishments and location. Candidates in highly competitive markets and those with exceptional leadership experience will be considered for the top end of the range. In addition to base salary, Crain offers a comprehensive benefits package, including retirement plan savings contributions and bonus opportunities based on individual and company performance. #LI-Hybrid #director #HR #full-time #LI-LV1 About Crain Communications: Crain Communications is a leading business news and information company with a portfolio of 24 media brands that provide indispensable coverage and data for professionals globally and across sectors, including advertising, automotive, finance, healthcare, staffing, and workforce solutions. Many of Crain's brands are the most influential media properties in the industries and communities they serve, including Ad Age, Automotive News, Pensions & Investments, Modern Healthcare, Staffing Industry Analysts, as well as Crain's regional business brands. For more than a century, our dedication to deep sector expertise and journalistic integrity has enabled us to provide trusted insights across all our platforms, empowering today's business leaders to make industry-shaping decisions. To learn more about Crain Communications, visit crain.com. Environmental Demands Where you work matters. The job posting will provide specific information on where and when your amazing work would be performed. Employee work location is determined by the needs of the specific team and may include on-site, hybrid or remote. Employee work location is subject to change. An "in-office" role would require the employee to come into the office most days with occasional flexibility to work remotely if tasks can be performed elsewhere and if the manager approves. A "remote" role would allow an employee to work from a home office that is in one of the states Crain does business in. We can only employ a remote / "work from home" employee if they reside in one of these states: AZ, CA, CO, FL, GA, IL, MD, MA, MI, MN, NV, NY, NC, OH, OR, TN, TX, VA, WA, WI, and Washington, DC. A "hybrid" role would be a mix of in-office and remote work. There may be a specified schedule for coming into the office or it could be at the discretion of the employee with the manager's approval, subject to change. Employees who live within a reasonable commute distance from a Crain office are expected to work on-site 3 days per week. Many positions will also include work done in "the field." Depending on the role, this may include conducting in-person interviews, attending work-related events, meeting with sources or clients. Specifics will be noted in the job posting but are subject to change as a role evolves. Employees may be exposed to adverse environmental conditions, specifically during field work. Other typical job functions are performed under conditions such as those found in general office work. Travel to cover news stories/events, meetings with clients, and to our geographically separated offices may be required. It is the nature of many positions to experience non-standard working hours and be on-call when needed for responding to email, meeting with clients, attending work-related events, story development or breaking news. Most employees perform work Monday through Friday, although early-morning, evening or weekend shifts may be required. Work schedule and travel requirements are subject to change as a role and needs evolve over time. 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 many Crain jobs and are subject to change. Physical activities will include frequent in-person or virtual interactions. For most positions, it is essential to be able to remain at a desk/computer workstation for prolonged periods, perform computer-related tasks, and create/maintain documents within filing systems. Must have close visual acuity to perform an activity, such as preparing and analyzing reports and information, transcribing, viewing a computer terminal, or extensive reading. The typical physical requirements are light work-exerting up to 25lbs of force occasionally and/or up to 10lbs of force frequently and may include climbing, pushing, standing, hearing, walking, reaching, grasping, kneeling, stooping, and repetitive motion. Some positions will have additional physical requirements, including exerting up to 50lbs of force to move and/or carry equipment, supplies, files, or other materials as the role requires. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential job functions and meet the environmental and physical demands of the role. Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)