Job description

The Regional Talent Acquisition Partner owns full-cycle recruiting for a defined geographic region, hiring across every role type in that region: camp staff, camp leadership, and HQ/corporate roles. This is a shift from our previous team structure, where each recruiter specialized in a single business line across all regions. Now, each Regional TA Partner is the primary partner for all hiring in their assigned region, regardless of role type. Success in this role requires regional knowledge, the ability to flex across very different hiring profiles, from seasonal camp counselors to salaried HQ professionals, and strong people leadership to ramp, coach, and manage a temporary team under tight seasonal deadlines. This is a metrics-driven role, with success measured through time-to-fill, offer-accept rate, seasonal staffing completion rate, and quality and retention of hires across all three hiring lanes. Why this Role Matters Galileo's ability to deliver our mission starts with staffing every region with high-quality camp staff, camp leadership, and HQ team members, on time and at scale. By owning a full region end-to-end, this role builds the kind of local market expertise and relationship continuity that specialization by role type alone can't provide. A Regional Talent Acquisition Partner can see around corners, for example anticipating a leadership gap next quarter, or spotting a camp director referral who'd be a great fit for HQ, in ways that siloed hiring never could. This role also matters because it's the engine behind our most demanding hiring season: staffing an entire summer's worth of camp programs in just a few months. Its leadership of a seasonal hiring team makes it possible for regions to hire hundreds of camp staff without sacrificing quality or candidate experience. This is how we bring our mission to life at scale: through great people, hired well, region by region. You will be Accountable For Owning Full-Cycle Regional Recruiting Across All Role Types • Manage full-cycle recruiting (sourcing, screening, interviewing, offer, close) for all open roles within your assigned region, spanning camp staff, camp leadership, and HQ positions • Serve as the subject matter expert for hiring managers in your region, building relationships across camp directors, HQ leaders, and other stakeholders • Build and own the hiring plan for your region, including validating hiring projections, project plans, timeline, and regional sourcing strategy. • Lead regular check-ins with hiring managers and field leaders to track progress, proactively flag trends, and adjust to dynamic hiring needs. Manage a Seasonal Hiring Team (Jan – Jun) • Partner within the TA team to select, train, and co-manage a team of seasonal selection specialists and coordinators to support the volume of summer staffing. • Manage team performance and assignments for your region, providing ongoing support to ensure regional daily and weekly targets are met. • Conduct quality checks to ensure fidelity to Galileo interview and selection standards and processes, providing real-time coaching. • Collaborate within the TA team to ensure each regional team’s goals and progress are aligned with the company-wide goals, and partner to ensure coverage across all regions Driving Camp Staff & Camp Leadership Hiring • Own the seasonal camp staff hiring plan for your region, including partnering cross-functionally to ensure accurate targets by location and role, and sourcing campaigns • Own camp director and assistant camp director hiring, including succession pipelines for key leadership roles • Partner with Program and Operations teams to understand regional staffing needs and adjust plans as enrollment and camp locations shift Partnering on HQ and Year-Round Hiring • Manage full-cycle recruiting for HQ and other year-round roles within your region, partnering closely with hiring managers on role scoping, interview design, and offer strategy • Ensure a consistent, high-quality candidate experience across every role type and level Building Regional Talent Pipelines & Community Partnerships • Develop and maintain relationships with regional sourcing partners, including local courses like schools, universities, community organizations, and workforce boards, to build a durable, renewable talent pipeline • Partner with the Sr Manager of Talent Acquisition to align regional recruiting strategies to the overall recruiting and sourcing playbook. • Represent Galileo at regional hiring and community events, serving as a local employer-brand ambassador Tracking and Reporting Recruiting Metrics • Track and report time-to-fill, offer-accept rate, seasonal staffing completion rate, and quality/retention of hire by role type • Use data to identify regional bottlenecks and adjust sourcing or staffing strategy • Maintain clean, accurate applicant tracking data and pipeline documentation • 4+ years of full-cycle recruiting experience; experience recruiting across multiple role types or levels strongly preferred • Experience recruiting for seasonal, high-volume hiring (e.g., expanded learning, camp, hospitality, retail, or event staffing) strongly preferred • Demonstrated experience building, leading, or coaching a team, even informally; prior people-management experience required for the Manager level • Comfort managing a high volume of open requisitions and priorities simultaneously across very different hiring profiles • Strong relationship-building skills with hiring managers, candidates, and external community partners • Comfort using data and an ATS to track pipeline health and report on recruiting metrics • Familiarity with the assigned geographic region; existing relationships with or knowledge of local schools, universities, or community organizations is a plus • Ability to operate effectively in a fast-paced, seasonal, deadline-driven environment We strongly encourage applications from individuals of all backgrounds and experiences, and we are committed to equitable and inclusive hiring practices. If you think you have what it takes to be successful in this role, we encourage you to apply! Work Location [Region-based] This role is based within an assigned region, with the ability to work remotely/from home within that region. Regular travel to camp locations, hiring events, and community partner sites within the region is required, especially February through June. [HQ] Occasional travel for company-wide meetings or events may also be required. Schedule & Time Commitment This is a full-time position, averaging 40 hours per week. During the seasonal hiring period (February–June), additional hours may be required to hit staffing deadlines and lead the seasonal hiring team. While we prioritize work-life balance, there may be times when additional hours are necessary to meet deadlines and ensure the success of our programs. Compensation We anticipate the compensation for this full-time, exempt, position to be $80,000 - $85,000. Exact compensation may vary and will be based on multiple factors, including geography and professional experience. Our pay practices are guided by a commitment to equity and informed by market benchmarking and internal audits to minimize bias and ensure fairness across all roles. Benefits We offer comprehensive benefits that reflect our commitment to supporting diverse needs: • No-cost medical insurance for employees (additional plans and options to add dependents available at cost) • Vision and Dental Insurance • 401k benefits after 1 year of employment • Flexible Paid Time Off - time off is not limited, and we strongly recommend that employees take time off to rest and recharge. • Unlimited free camp for your child(ren), OR two free weeks to be gifted (including AM/PM Extended Care) • Friends and Family Discount for Galileo Camps • Priority scholarship nominations for Galileo Camps • Generous parental leave and extensive support with leave planning • Employee Assistance Program, options for life insurance, and more! Please note that our job descriptions are a summary of the typical functions of the job, not an exhaustive or comprehensive list of all possible responsibilities, tasks, and duties. We comply with the ADA and provide reasonable accommodations that allow qualified applicants/employees to perform the essential functions of the job. To request an accommodation, contact our Human Resources team. During the onboarding process, in accordance with applicable local and state requirements, you may be required to complete a Tuberculosis (TB) screening, background check(s), and state-mandated training(s). More details will be provided during your onboarding process. Physical Demands • Occasionally lift and carry up to 30 lbs. • operate a computer (including typing, reading) • Seeing, hearing, and speaking, both nearby and at a distance • Use hands and fingers to help with classroom supplies and operate equipment • Frequent standing, walking, kneeling, and sitting Equal Opportunity Employer Galileo Learning is an Equal Opportunity Employer. We prohibit discrimination and harassment of any type and provide equal employment opportunities to all employees and applicants for employment without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws.

Requirements

Must-haves

Why this Role Matters
This is how we bring our mission to life at scale: through great people, hired well, region by region.
You will be Accountable For
Owning Full-Cycle Regional Recruiting Across All Role Types
Manage full-cycle recruiting (sourcing, screening, interviewing, offer, close) for all open roles within your assigned region, spanning camp staff, camp leadership, and HQ positions
Serve as the subject matter expert for hiring managers in your region, building relationships across camp directors, HQ leaders, and other stakeholders
Build and own the hiring plan for your region, including validating hiring projections, project plans, timeline, and regional sourcing strategy.
Lead regular check-ins with hiring managers and field leaders to track progress, proactively flag trends, and adjust to dynamic hiring needs.
Manage a Seasonal Hiring Team (Jan – Jun)
Partner within the TA team to select, train, and co-manage a team of seasonal selection specialists and coordinators to support the volume of summer staffing.
Manage team performance and assignments for your region, providing ongoing support to ensure regional daily and weekly targets are met.
Conduct quality checks to ensure fidelity to Galileo interview and selection standards and processes, providing real-time coaching.
Collaborate within the TA team to ensure each regional team’s goals and progress are aligned with the company-wide goals, and partner to ensure coverage across all regions
Driving Camp Staff & Camp Leadership Hiring
Own the seasonal camp staff hiring plan for your region, including partnering cross-functionally to ensure accurate targets by location and role, and sourcing campaigns
Own camp director and assistant camp director hiring, including succession pipelines for key leadership roles
Partner with Program and Operations teams to understand regional staffing needs and adjust plans as enrollment and camp locations shift
Partnering on HQ and Year-Round Hiring
Manage full-cycle recruiting for HQ and other year-round roles within your region, partnering closely with hiring managers on role scoping, interview design, and offer strategy
Ensure a consistent, high-quality candidate experience across every role type and level
Building Regional Talent Pipelines & Community Partnerships

Nice-to-haves

4+ years of full-cycle recruiting experience; experience recruiting across multiple role types or levels strongly preferred
Experience recruiting for seasonal, high-volume hiring (e.g., expanded learning, camp, hospitality, retail, or event staffing) strongly preferred
Familiarity with the assigned geographic region; existing relationships with or knowledge of local schools, universities, or community organizations is a plus

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Benefits

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Dental

Vision

401k

Paid Time Off

Parental Leave