Director of Talent Acquisition

Company overview

Belcrest Vacations is a private-equity-backed vacation rental management platform supported by Alpine Investors. Founded in 2026, the company has quickly become one of the country’s fastest-growing businesses in its sector, with 13+ brands and close to 700 employees nationwide. The focus is not on being the biggest operator, but on delivering an experience that earns property owners’ trust and keeps guests returning.

The company describes itself as genuinely people-centered, with leadership that believes strong treatment of employees, candidates, and partners is directly connected to strong business performance.

Role summary

This position is the first dedicated talent acquisition leadership role at Belcrest Vacations. Reporting to the Chief People Officer, the Director of Talent Acquisition will build the TA function from the ground up while also handling high-priority searches personally.

The role has three parallel priorities: leading executive searches for HoldCo and portfolio businesses, creating the recruiting infrastructure and operating playbooks needed for scale, and helping newly acquired companies adopt stronger hiring practices. This is a hands-on role first, with team leadership expected to grow over time.

Key responsibilities

The role covers executive search execution, talent infrastructure, and portfolio-wide recruiting influence.

• Lead full-cycle executive hiring assignments from sourcing through final close for Belcrest HoldCo and operating companies.
• Coordinate and manage external search partners when specialized reach or added capacity is needed.
• Create and sustain a strong candidate network across functions so relationships are in place before openings arise.
• Choose and implement the core TA technology ecosystem, including ATS, career site, employer branding assets, interview guides, scorecards, and hiring templates.
• Develop repeatable recruiting processes and frameworks that can be used consistently across the full portfolio.
• Track and own recruiting KPIs such as time to fill, cost per hire, offer acceptance rate, quality of hire, and pipeline conversion, and use those insights to support talent investment decisions.
• Work with leaders in each operating company to understand hiring requirements and improve recruiting quality.
• Create scalable hiring models for frontline and service roles across multiple brands.
• Act as an internal champion for stronger hiring standards as the business integrates new acquisitions.
• Recruit and develop a growing recruiting team as business needs expand, starting with a lean structure.

Candidate profile

The ideal candidate brings deep talent acquisition leadership experience, a proven record of executive search delivery, and the ability to influence stakeholders in a multi-entity, acquisition-driven environment.

Additional requirements and context

This opportunity is best suited to someone who is comfortable being highly hands-on, building systems from scratch, and working across distinct brands and operating companies with different hiring needs. The company values strong communication, credibility with both leaders and frontline employees, and the ability to translate recruiting data into business-level recommendations.

Experience and qualifications

• At least 10 years of progressive talent acquisition experience, including a minimum of 5 years in a senior or lead role.
• At least 5 years of direct executive search experience, with personal ownership of sourcing, assessment, and closing of senior leaders.
• Strong preference for candidates who have hired operational and finance leaders.
• Demonstrated ability to build TA infrastructure, including ATS implementation, process design, employer branding, and interview frameworks.
• Experience in a private-equity-backed, acquisition-heavy, or multi-entity organization is strongly preferred.
• Comfort working across holding companies, subsidiaries, and brands that each have their own culture and hiring priorities.
• Ability to influence stakeholders without direct reporting authority.
• Strong analytical ability and comfort using recruiting metrics to inform leadership decisions.
• Experience in high-volume or service-worker recruiting is a plus and can also be developed within the team.
• Excellent communication skills with the ability to advise both senior leaders and frontline workers.

Employment details

This is a full-time onsite role based in Ohio, United States. No salary, start date, application deadline, or number of openings was provided.