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At Pacific Seafood, we do more than just provide the world with the healthiest proteins on the planet. We are an excellence-driven organization committed to being the brand of choice in the marketplace and the employer of choice in the community. We believe in servant leadership, investing in our team members, and rewarding performance. We live by the core values of our Diamond Philosophy: Quality, Teamwork, Productivity, and Excellence-which means consistently doing your best and always striving to do better. Summary: The Talent Acquisition Manager partners with the recruiting team, HR Managers, and hiring managers to develop sourcing strategies to attract high caliber candidates to build Pacific Seafood - Processing Division's high performing, passionate, and innovative teams. You will collaborate with the recruiting team to align organization, HR, and marketing strategies to meet social media recruitment initiatives and achieve talent acquisition goals. You are an adept manager who will collaborate to build Pacific Seafood's social media recruitment competitive advantage, source candidates through online social media networking tools, promote Pacific Seafood's employer of choice brand, and build and maintain relationships online to proactively fill the talent pipeline Key Responsibilities: 1. Brand Awareness and Outreach Management: Maintain an innovative approach with social media and build strong supporting networks to communicate job acquisitions successfully and within the right niche. Design content that works to portray the Pacific Seafood brand as an employer of choice using niche tools such as Facebook, Instagram, Twitter, and LinkedIn. Stays abreast of new and innovative social media trends and technology to ensure competitive advantage with social media recruitment. Use social media sites to boost traffic to Pacific Seafood's career site and talent networks, building awareness around open job acquisitions and recruiting/hiring events. Collaborate with the Central Services recruiting team to create content design, social media initiatives, and social media calendar in alignment with other communication campaigns. 2. Recruiting and Applicant Management: Build applicant sources through active and passive recruiting; implement creative recruiting resources to attract qualified professionals by researching and contacting employment agencies, recruiters, direct messaging, media, internet sites, etc. and maintaining rapport. Utilize Applicant Tracking System (ATS) to manage active requisitions and assist hiring managers and HR with talent needs. Maintain ongoing recruitment reports and open job update communications to be shared on a weekly basis Collaborate with the recruiting team, and hiring managers to build relationships, identify workforce patterns, trends and department/division needs in a multi-state, multi-location environment. Lead the full cycle recruitment process including requisition approval, job advertising, candidate sourcing, application review, candidate screening, hiring manager briefing, interview strategy and offer process. Plan and coordinate event sponsorships, job fairs, and on-site activations, ensuring high visibility as an employer of choice within target demographics and priority geographies. Oversee the management of the seasonal workforce including coordination with agencies and travel arrangements. Serve as the primary point of contact for coordinating H2B Visa workers and partners. Oversee all travel and logistics coordination to support all recruitment processes. 3. Relationship Building and Candidate Experience Management: Understand candidate needs and successfully close candidates; partner with location HR Representatives and hiring managers to ensure a high degree of professionalism when generating and negotiating complex offers that potentially involve pre-closing, competitive offers, multifaceted to