At Pronghorn, we are building a movement. Rooted in culture, innovation, and equity, we exist to create real pathways to success across the Spirits industry and beyond.
Whether you're behind the scenes or at the forefront of the brand, working at Pronghorn means stepping into purpose. We believe in bold ideas, relentless execution, and creating space for people to show up fully as themselves — and win.
At Pronghorn, we leverage powerful partnerships to build pathways. We proudly collaborate with some of the biggest and most respected names in the Spirits industry to connect bold talent with bold brands.
Whether you’re supporting internal growth or contributing to a partner initiative, you’ll gain real-world exposure, strategic access, and unmatched insight into an industry that’s being reshaped in real time. Every role has the potential to intersect with our partner network — driving visibility, impact, and results that go far beyond the job description.
About the role
The Talent & Programs Director will lead the
end-to-end talent engine
for a portfolio of high-impact programs designed to introduce
up to 1,800+ individuals
into the spirits and adjacent industries.
This dual role combines:
Talent Operations & Full-Cycle Recruiting
Partnership Management & External Advocacy
You are both
builder and operator
: designing scalable programs, running talent pipelines, nurturing partners, and serving as a visible ambassador for the mission.
Key Responsibilities 1. Talent Strategy, Programs & Operations
Lead the
design, launch, and execution
of high-volume talent programs from concept to completion.
Own talent operations across multiple verticals, ensuring programs can support
large candidate cohorts
—whether roles are open today or coming tomorrow.
Build and refine processes for sourcing, screening, matching, and tracking talent entering the pipeline.
Align talent strategy with organizational goals and the broader mission of expanding representation in the industry.
2. Full-Cycle Recruiting with a Staffing Lens
Oversee
full-cycle recruiting
(intake, sourcing, screening, selection, offer support) with a
staffing mindset
—partners are clients that must be courted, nurtured, and retained.
Personally step in to
source and recruit
when needed, especially for priority roles or strategic partners.
Build and maintain candidate pipelines even when live roles are limited, ensuring a
ready bench
for future opportunities.
Partner closely with hiring managers and external partners to understand requirements, timelines, and expectations.
3. Partnerships, Speaking & External Advocacy
Serve as a
public-facing ambassador
for the talent programs—speaking, presenting, and representing the mission at events, panels, and partner meetings.
Build and manage relationships with
brands, distributors, schools, community partners, and industry organizations.
Create and promote opportunities (events, info sessions, campaigns) that attract high-potential candidates into the pipeline.
Collaborate with marketing/creative partners to tell the story of the talent programs and their impact.
Provide day-to-day leadership and
strategic oversight
for a small but high-impact team (recruiters, coordinators, program managers).
Set clear goals, priorities, and KPIs for the team tied to recruiting, program output, and partner satisfaction.
Coach and develop team members to execute consistently, manage volume, and continuously improve.
Foster a culture of accountability, communication, and responsiveness to both candidates and partners.
5. Start-Up Execution & Cross-Functional Collaboration
Operate confidently in a
start-up / scale-up environment
with evolving structures, limited legacy systems, and changing priorities.
Collaborate with the executive team and peers across multiple verticals (talent, operations, partnerships, brand).
Roll up your sleeves when needed—no task is “too small” if it moves the function forward.
Adapt quickly to shifts in direction while maintaining program stability and partner confidence.
6. Systems, Data & Reporting
Use
Rippling
as a core system for HR/talent operations and ensure data integrity for talent flows where applicable.
Partner with HR/Operations to ensure systems and workflows support recruiting and program operations.
Build and deliver
reports, dashboards, and board-level presentations
that show pipeline health, program outcomes, and growth.
Use data to identify gaps, improve conversion rates, and demonstrate the impact of the talent programs.
Qualifications Required:
7–10+ years of experience in
talent acquisition, staffing, or corporate recruiting
, with clear ownership of
high-volume
pipelines.
Experience
leading full-cycle recruiting
(from intake to offer) in a
staffing-style environment
where partner satisfaction and retention are critical.
Proven track record of building and running
high-volume talent programs
(e.g., internships, fellowships, workforce programs, academies) from conception through execution.
Experience
leading teams
(formal or informal) toward execution while providing strategic direction.
Comfortable operating in a
start-up or high-growth environment
with ambiguity, building while scaling.
Hands‑on experience
working in Rippling
—required.
Strong presentation and communication skills, including
executive and/or board-facing reporting
.
Preferred:
Experience in or adjacent to the
spirits, CPG, hospitality, or consumer brands
sectors.
Demonstrated success working with
multiple partners
(brands, distributors, schools, community organizations).
Prior experience as a program director, talent director, or similar role leading both
programs + recruiting
.
Strengths & Working Style:
Builder’s mindset: you see gaps and design systems to fill them.
Comfortable being
both strategic and hands‑on
—from board slides to sourcing calls.
Excellent relationship builder with partners, candidates, and internal leaders.
Data‑aware, outcomes‑focused, and energized by high-volume, mission-driven work.
Why Choose Us At Pronghorn, we don’t offer jobs — we offer
impact
. Every seat here is a chance to build, influence, and disrupt industries that weren’t designed with everyone in mind. We are culture shapers, talent developers, and brand builders who believe in doing meaningful work that leaves a legacy.
When you join Pronghorn, you’re stepping into a community of leaders, creators, and doers committed to excellence and equity. Here, your voice matters. Your ideas move. And your work shows up in real ways across companies, communities, and culture.
We move fast. We lead boldly. And we invest in our people every step of the way.
$130,000 - $150,000/yr
Work Authorization Due to the nature of these positions, we are unable to provide sponsorship for U.S. work authorization now or in the future.
Equal Opportunity Employer Statement Pronghorn is an Equal Opportunity Employer. We celebrate diversity and are committed to creating an inclusive environment for all employees and applicants. All qualified applicants will receive consideration without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or veteran status.
#J-18808-Ljbffr
Whether you're behind the scenes or at the forefront of the brand, working at Pronghorn means stepping into purpose. We believe in bold ideas, relentless execution, and creating space for people to show up fully as themselves — and win.
At Pronghorn, we leverage powerful partnerships to build pathways. We proudly collaborate with some of the biggest and most respected names in the Spirits industry to connect bold talent with bold brands.
Whether you’re supporting internal growth or contributing to a partner initiative, you’ll gain real-world exposure, strategic access, and unmatched insight into an industry that’s being reshaped in real time. Every role has the potential to intersect with our partner network — driving visibility, impact, and results that go far beyond the job description.
About the role
The Talent & Programs Director will lead the
end-to-end talent engine
for a portfolio of high-impact programs designed to introduce
up to 1,800+ individuals
into the spirits and adjacent industries.
This dual role combines:
Talent Operations & Full-Cycle Recruiting
Partnership Management & External Advocacy
You are both
builder and operator
: designing scalable programs, running talent pipelines, nurturing partners, and serving as a visible ambassador for the mission.
Key Responsibilities 1. Talent Strategy, Programs & Operations
Lead the
design, launch, and execution
of high-volume talent programs from concept to completion.
Own talent operations across multiple verticals, ensuring programs can support
large candidate cohorts
—whether roles are open today or coming tomorrow.
Build and refine processes for sourcing, screening, matching, and tracking talent entering the pipeline.
Align talent strategy with organizational goals and the broader mission of expanding representation in the industry.
2. Full-Cycle Recruiting with a Staffing Lens
Oversee
full-cycle recruiting
(intake, sourcing, screening, selection, offer support) with a
staffing mindset
—partners are clients that must be courted, nurtured, and retained.
Personally step in to
source and recruit
when needed, especially for priority roles or strategic partners.
Build and maintain candidate pipelines even when live roles are limited, ensuring a
ready bench
for future opportunities.
Partner closely with hiring managers and external partners to understand requirements, timelines, and expectations.
3. Partnerships, Speaking & External Advocacy
Serve as a
public-facing ambassador
for the talent programs—speaking, presenting, and representing the mission at events, panels, and partner meetings.
Build and manage relationships with
brands, distributors, schools, community partners, and industry organizations.
Create and promote opportunities (events, info sessions, campaigns) that attract high-potential candidates into the pipeline.
Collaborate with marketing/creative partners to tell the story of the talent programs and their impact.
Provide day-to-day leadership and
strategic oversight
for a small but high-impact team (recruiters, coordinators, program managers).
Set clear goals, priorities, and KPIs for the team tied to recruiting, program output, and partner satisfaction.
Coach and develop team members to execute consistently, manage volume, and continuously improve.
Foster a culture of accountability, communication, and responsiveness to both candidates and partners.
5. Start-Up Execution & Cross-Functional Collaboration
Operate confidently in a
start-up / scale-up environment
with evolving structures, limited legacy systems, and changing priorities.
Collaborate with the executive team and peers across multiple verticals (talent, operations, partnerships, brand).
Roll up your sleeves when needed—no task is “too small” if it moves the function forward.
Adapt quickly to shifts in direction while maintaining program stability and partner confidence.
6. Systems, Data & Reporting
Use
Rippling
as a core system for HR/talent operations and ensure data integrity for talent flows where applicable.
Partner with HR/Operations to ensure systems and workflows support recruiting and program operations.
Build and deliver
reports, dashboards, and board-level presentations
that show pipeline health, program outcomes, and growth.
Use data to identify gaps, improve conversion rates, and demonstrate the impact of the talent programs.
Qualifications Required:
7–10+ years of experience in
talent acquisition, staffing, or corporate recruiting
, with clear ownership of
high-volume
pipelines.
Experience
leading full-cycle recruiting
(from intake to offer) in a
staffing-style environment
where partner satisfaction and retention are critical.
Proven track record of building and running
high-volume talent programs
(e.g., internships, fellowships, workforce programs, academies) from conception through execution.
Experience
leading teams
(formal or informal) toward execution while providing strategic direction.
Comfortable operating in a
start-up or high-growth environment
with ambiguity, building while scaling.
Hands‑on experience
working in Rippling
—required.
Strong presentation and communication skills, including
executive and/or board-facing reporting
.
Preferred:
Experience in or adjacent to the
spirits, CPG, hospitality, or consumer brands
sectors.
Demonstrated success working with
multiple partners
(brands, distributors, schools, community organizations).
Prior experience as a program director, talent director, or similar role leading both
programs + recruiting
.
Strengths & Working Style:
Builder’s mindset: you see gaps and design systems to fill them.
Comfortable being
both strategic and hands‑on
—from board slides to sourcing calls.
Excellent relationship builder with partners, candidates, and internal leaders.
Data‑aware, outcomes‑focused, and energized by high-volume, mission-driven work.
Why Choose Us At Pronghorn, we don’t offer jobs — we offer
impact
. Every seat here is a chance to build, influence, and disrupt industries that weren’t designed with everyone in mind. We are culture shapers, talent developers, and brand builders who believe in doing meaningful work that leaves a legacy.
When you join Pronghorn, you’re stepping into a community of leaders, creators, and doers committed to excellence and equity. Here, your voice matters. Your ideas move. And your work shows up in real ways across companies, communities, and culture.
We move fast. We lead boldly. And we invest in our people every step of the way.
$130,000 - $150,000/yr
Work Authorization Due to the nature of these positions, we are unable to provide sponsorship for U.S. work authorization now or in the future.
Equal Opportunity Employer Statement Pronghorn is an Equal Opportunity Employer. We celebrate diversity and are committed to creating an inclusive environment for all employees and applicants. All qualified applicants will receive consideration without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or veteran status.
#J-18808-Ljbffr