Contract Services Group, Inc. (CSG) specializes in providing cleaning and related services to a variety of industry facilities throughout the Southwestern United States.  These include hotels/resorts, multi-family housing, office, retail, universities, and city-owned municipalities.  We adhere to our core values of customer focus, continuous improvement, integrity, and communication in every aspect of our business. From servicing our clients' premiere facilities to treating our employees with dignity, we believe that quality and commitment to excellence exemplify our business. 

CSG takes enormous pride in our dedication to both employee and facility safety. We believe strongly in protecting the safety of employees, co-­­workers, customers, our customers’ clients, and their surrounding community.  

CSG offers competitive wages and a comprehensive packet of benefits. We strive to not only be fair and honest in all of our dealings but also to set a standard that sets us apart. 

Become a CSG team member!

Summary

Contract Services Group (CSG) is seeking a highly strategic yet hands-on Director of Talent Acquisition & Employer Branding to build and scale recruiting infrastructure across a growing multi-site organization. This leader will support high-volume hourly recruiting while also helping attract leadership talent across hospitality, higher education, and commercial service environments. The ideal candidate thrives in fast-paced environments, can build structure from ambiguity, and is comfortable rolling up their sleeves while serving as a strategic partner to operational leaders.

Key Responsibilities

Operational Ownership

• Lead and develop the talent acquisition team while creating accountability and performance standards.
• Build and implement recruiting systems, workflows, and technology (ATS, intake, scheduling, communication tools)
• Establish hiring SLAs and accountability standards for operational leaders
• Design and execute outbound recruiting strategies for hourly workforce (field, digital, partnerships)
• Develop enterprise-wide recruiting strategies for hourly, salaried, and leadership roles across multiple markets.
• Partner closely with operational leaders to forecast workforce needs and support business growth.
• Lead full-cycle recruitment for critical leadership roles and hard-to-fill positions when needed.
• Build scalable recruiting processes that improve speed-to-fill, candidate quality, and candidate experience.
• Build employer branding initiatives through social media, employee success stories, and recruitment marketing campaigns.
• Strengthen CSG’s external brand presence across platforms such as LinkedIn, Indeed, Glassdoor, and other recruiting channels.
• Develop recruiting metrics including time-to-fill, source effectiveness, turnover trends, and hiring manager satisfaction.

Workforce Strategy

• Develop labor forecasts tied to business growth, contracts, and seasonality
• Partner with operations to proactively plan hiring needs vs reactive backfills.
• Educate and coach leaders on effective interviewing techniques, including behavioral-based interview questions and selection best practices.
• Train hiring managers on structured interview processes to improve consistency, reduce bias, and strengthen hiring decisions.
• Serve as a strategic advisor to leadership teams on talent planning, workforce strategy, and succession pipeline needs.
• Develop creative sourcing strategies for frontline hourly roles across hospitality and operational environments.

Quality of Hire & Retention

• Develop and implement a quality-of-hire framework that evaluates new hire success based on retention, attendance, performance, reliability, culture fit, and hiring manager feedback.
• Analyze early turnover trends by role, account, location, recruiter, source, shift, wage, hiring manager, and onboarding experience to identify root causes and corrective actions.
• Partner with Operations and HR to define success profiles for frontline, salaried, and leadership roles, ensuring recruiting strategies align with actual job expectations, account conditions, and retention drivers.
• Establish feedback loops with hiring managers, HR, and operations leaders to assess new hire performance at key intervals, including 30, 60, and 90 days.
• Use retention and performance data to refine sourcing channels, screening criteria, interview questions, job previews, compensation positioning, and candidate messaging.
• Partner with HR and Operations to improve first-30-day retention through stronger pre-boarding communication, realistic job previews, manager readiness, and early engagement touchpoints.
• Track and report retention-related recruiting metrics, including 30/60/90-day turnover, source-of-hire retention, quality-of-hire trends, new hire no-show rates, hiring manager satisfaction, and candidate expectation alignment.
• Identify patterns in regrettable turnover and develop targeted action plans to improve hiring accuracy, candidate fit, and long-term workforce stability.
• Ensure recruiters and hiring managers are accountable not only for filling roles, but for delivering hires who meet performance expectations and remain successfully employed beyond early tenure milestones.
• Partner with HR, and Operations to identify onboarding or training gaps that may impact early performance, engagement, or retention.

Compliance & Hiring Risk Management

• Ensure all recruiting and hiring practices comply with federal, state, and local employment laws, including but not limited to EEO, FCRA, I-9 requirements, and applicable wage transparency regulations (including California pay transparency laws).
• Partner closely with HR and compliance to design and maintain compliant hiring processes, including job postings, interview practices, background checks, and offer documentation.
• Implement standardized, compliant workflows for candidate selection, documentation, and recordkeeping to reduce risk and ensure audit readiness.
• Train and hold hiring managers accountable to compliant hiring prac