CORE Transformers | Seneca, SC | Full-Time, On-Site
CORE Transformers designs and manufactures distribution transformers for data centers, independent power producers, and industrial facilities. Demand for what we build has never been higher, our competitors cannot keep up, and we are running through the window of opportunity at full speed. We are on track to 3x revenue this year, and growth that was already strong is still accelerating mid-year. We are a PE-backed manufacturer headquartered in Seneca, SC, and the team we are building now will define what this company becomes.
We hire thinkers and doers: people who go the extra mile for customers and for each other. We give our people room to do their best work, and we make a genuine effort to show appreciation for what each person brings to the table. It is not uncommon for a candidate to finish their interview process and say they did not expect to get so excited about transformers. When you work somewhere that takes care of you and gives you meaningful work to do, the product has a way of growing on you. That is the CORE effect, and you will feel it too.
We are looking for a Talent Manager to own one of the most important elements of a fast-growing company: who comes in. This is primarily a full-cycle talent management role, and we need someone who can build and run a hiring engine that matches our growth rate. You will work alongside our Administrative Coordinator, who supports hiring and other administrative tasks, and you will take full ownership of our hiring process from intake through signed offer.
This role also has a culture lane. CORE has great people and genuine energy, and we want to build more structure around sustaining and strengthening that as we scale. You will be the person who keeps culture organized and moving forward, working in partnership with department heads and managers who share in its execution. Culture will be an important and evolving part of this role, and we expect it to grow over time as hiring stabilizes.
This is a process-oriented role as much as a people role. If your background is primarily agency recruiting or commission-based search, this is likely not the right fit.
We are adding headcount fast, and the wrong hires slow us down more than open seats do. Your mission is to build a hiring process that consistently brings in the right people and a candidate experience that makes CORE feel like the obvious choice. You will own the tools, the process, the relationships with hiring managers, and the results.
On the culture side, your mission is to make sure it does not get dropped. Culture is a team effort, but someone has to own the calendar, measure impact, and keep the human side of this company moving in step with the business side. That is you.
Your morning starts with a discovery meeting for a new role. You ask sharp questions, align on what the ideal candidate actually looks like, and recommend changing one of the job requirements to avoid shrinking the candidate pool. You build the job post, configure knockout questions, and write the video interview questions before the role goes live.
By midday you have reviewed a batch of video submissions and flagged top candidates with recommendations for the hiring manager. One has an unconventional background but something about how they think stands out. You arrange a phone screen to find out more.
In the afternoon you call a finalist candidate who is weighing another offer. You know what makes CORE compelling, and you know how to have that conversation without it feeling like a sales pitch. Before you close out, you spend thirty minutes on a culture initiative: you have been building out CORE's first employee pulse survey, and today you finalize the questions and set the cadence so it can go out to the team next week.
You are a people person in the most purposeful sense. You love finding great candidates, not just qualified ones, and you know the difference. You can read people well, you give busy hiring managers clear and useful guidance, and you know how to bring a strong candidate across the finish line even when they have other options on the table.
You are also a builder. You notice process gaps, and you know how to close them. You look at a hiring tech stack and think about what should be automated and what needs a human touch. You are self-directed, optimistic, and energized by what a high-performing team can accomplish. You want to own a function, not just fill a seat, and you want to grow with a company that is going somewhere.
Own the hiring process across all open roles: hands-on from intake through offer for senior positions; for others, support hiring managers who will own the day-to-day screening and interviewing.
Interview hiring managers to confirm role scope, flag misaligned expectations, and recommend adjustments before posting
Build job descriptions in CORE's established style using AI tools; configure knockout questions, and automated communications in our ATS
Write video interview questions for each role; review submissions and deliver shortlist recommendations with clear rationale
Conduct phone screens; join panel interviews as appropriate; extend offers with warmth and confidence
Serve as the connective tissue between candidates and hiring managers at every stage: reduce friction, maintain momentum, prevent drop-off
Leverage self-scheduling tools and automated candidate communications to keep the process moving efficiently
Coach hiring managers on interviewing best practices, red flag recognition, and when to stay open-minded
Track pipeline health and hiring velocity across all open roles; surface bottlenecks before they become problems
Own the configuration, adoption, and ongoing optimization of our ATS and other hiring tools
Ensure CORE's hiring process meets applicable compliance requirements
Continuously improve tools, automation, screening methods, and candidate experience
Keep culture organized and moving forward: own the calendar, distribute execution to managers, and make sure nothing falls through the cracks
Partner with executive leaders to reinforce company values and shape culture communications throughout the business
Design and run culture diagnostics: engagement surveys, pulse checks, and retention analysis, building the infrastructure from scratch
Develop an onboarding experience that connects new hires to CORE's mission from day one
Build recognition programs, internal milestones, and team rituals that reinforce belonging and identity
Approach offboarding with intention: exit conversations, pattern recognition, honest feedback to leadership
5+ years of experience in hiring management, HR, or people operations; hands-on experience owning a full hiring process from intake through offer is required.
A background that spans hiring, business leadership, or broader HR functions is strongly preferred over agency or commission-based recruiting experience.
Hands-on experience configuring and optimizing ATS platforms; able to build automation, scoring criteria, and communication workflows
Fluency with modern hiring technology: AI screening, one-way video interviews, self-scheduling tools, and automated candidate communication
Strong candidate read: knows when to advance, when to pass, and how to advise a hiring manager clearly
Excellent written and verbal communication; able to represent CORE credibly to candidates and internal stakeholders
Working knowledge of hiring compliance fundamentals: EEO, documentation standards, offer letter requirements
Experience with culture programs and engagement initiatives
Process-minded: builds structure where there is none and improves what already exists
Comfortable managing multiple open roles and concurrent responsibilities without losing momentum
Experience standing up or transitioning an ATS from scratch
Background hiring within manufacturing, industrial, or high-growth PE-backed environments
Formal training or certification in HR or talent acquisition
Experience rolling out employee engagement tools in a company that had none
A genuine opinion about what makes a great job post
Full-time, on-site in Seneca, SC. On-site presence is required; we are not considering remote or hybrid arrangements. A relocation package is available for the right candidate.
Standard schedule: 40 hours per week, Monday-Friday.
Salary: $65,000 - 75,000, depending on experience
Quarterly Bonus: Target $40,000 annual value based on EBITDA performance. Every employee eligible, paid quarterly
10 days of PTO to start, plus paid holidays
Health insurance stipend via Thatch (thatch.com), designed to cover the cost of your plan at little to no out-of-pocket cost for individual coverage (available after 90 days)
Dental and Vision plans available
Life insurance available
401(k) with matching: 100% match on first 3%, 50% match from 4-5%
CORE moves fast, holds itself to high standards, and takes care of its people. We believe the right culture is a competitive advantage, not a nice-to-have, and we are investing in this role because we mean it. If building a top-notch hiring function at CORE sounds like exactly where you want to be, then we would like to hear from you.
Submit your resume through this posting. In the cover letter field, write a few sentences telling us why this role is a fit. Direct and genuine goes a long way here.
For serious bonus points, include the word labyrinthine somewhere in your cover letter to show us you read all the way through.
