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