Talent Acquisition ManagerSage Hospitality HeadquartersDenver, CO
A property of: Sage Hospitality Group
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Job Description

Why us?

Sage Hospitality Group is set to hire a Talent Acquisition Manager.

Flexible and remote work are possible with this position, but it will be based out of our Denver office with the expectation to come in as needed.

As part of Sage Hospitality Group, we passionately strive to be the best and create excellence in everything we do. We believe in enriching lives one experience at a time. More than a slogan, we empower our employees to make positive impacts on the communities in which we live and work. By providing genuine service we build relationships with our guests and value for our shareholders, and we create unforgettable experiences.

We are looking for independent thinkers. Those who harness their entrepreneurial spirit so that it breaks preconceived notions. We're not afraid to forge our own path. After all, it's what industry leaders do. That's why we welcome risk takers and creative spirits alike. No matter your daily role, Sage recognizes that your success is about more than the work you do-it's really about who you are, which is why we invest in your personal and professional growth. We hope you consider joining us!

Job Overview

Optimize our ability to attract and retain the best talent in the market and support the organization's efforts to have a talent brand that differentiates us from our competitors. Coordinate, facilitate, and manage the entire recruiting cycle for job openings at the Sage Hospitality Group corporate office and provide support to property recruiting efforts.

Create and execute talent sourcing strategies that enable Sage to meet business demands and organizational talent needs. Implement innovative recruiting strategies to develop candidate leads and a robust talent pipeline. Review resumes, screen, and interview candidates. Use consulting and influence skills with candidates and hiring managers to ensure successful achievement of recruiting department goals. Drive to continuously improve candidate and hiring manager experiences.


  • Partner with business leaders to provide the highest level of service and meet current and future organizational talent needs.
  • Communicate with candidates and business partners in a proper, consistent, and proactive manner.
  • Facilitate recruiting process from intake to closing the requisition in a timely manner. Recruit, screen, interview, and close candidates to fill openings.
  • Maintain knowledge of legal requirements and government reporting regulations affecting human resources functions and hiring functions. Ensure policies, procedures, and reporting are in compliance.
  • Align Talent Acquisition strategy and processes with Diversity, Equity, & Inclusion best practices.
  • Develop statistical metrics and ensure they are properly designed, maintained, and presented to internal and external stakeholders on a regular and consistent basis.
  • Create, manage, and update CRM database of potential candidates.
  • Manage work real time in ATS to ensure all recruitment activities can be tracked for efficiency, effectiveness and OFCCP compliance.
  • Participate in talent acquisition activities/events (ex: job fairs, industry/community networking, etc.) on an ongoing basis.
  • Train hiring managers in the skill of behavioral interviewing and competencies on an ongoing basis to ensure effective, legal interviewing practices.
  • Develop, execute, and monitor online candidate search campaigns using a variety of internet search engines as a delivery vehicle for producing quality candidates.
  • Leverage social media to fill jobs in a timely manner with the right fit candidates.
  • Keep up with the latest trends and proactively suggests ideas and innovations to keep the organization ahead of the curve and improve the candidate and hiring manager experience.
  • Gather and analyze competitive industry information regarding best practices, salary, benefits and employment practices.

Job Requirements


Education/Formal Training

Bachelor's degree (human resources or business, advanced degree preferred)


Minimum 3-5 years of previous experience in sourcing, recruiting (full life cycle) or human resource position (to include working with applicant tracking and/or sales (CRM) systems) in the hospitality industry.

  • Demonstrate knowledge of recruitment and selection techniques and requirements, federal selection guidelines, OFCCP, and federal and state laws regarding employment practice.
  • Exhibit knowledge of hiring practices, behavioral-based interview techniques, ATS systems, tracking processes for applicants and open positions, and recruiting metrics.
  • Proficiency with MS Office.
  • Ability to prioritize and complete a high volume of work, managing multiple projects and coordinating multiple requests to successful completion.
  • Excellent candidate development, interviewing, assessment, negotiation, and communication skills.
  • Knowledge and understanding of how to address DE&I opportunities within the talent acquisition cycle.
  • Proven ability to take initiative and build strong and productive personal relationships.
  • Excellent business acumen and writing proficiency.
  • Excellent organizational skills and meticulous attention to detail.
  • Demonstrate knowledge of recruitment and selection techniques and requirements, federal selection guidelines, and federal and state laws regarding employment practices.
  • Portray administrative and documentation skills, detail-orientation, and proficiency with reporting tools and databases.
  • Prepare compelling job postings that attract the right talent pool.
  • Interacts with individuals at all levels of the organization.
  • Persuade and influence decision makers.
  • Maintain confidentiality and manage sensitive situations tactfully.

Physical Demands

The physical demands described here are representative of those that must be met by an associate to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

  • Lifting, pushing, pulling and carrying -5% annually requires moving of supplies, files, transporting training materials, lifting binders on a regular basis.
  • Bending/kneeling -5% daily would require entering lower drawers of filing cabinets that require bending, as needed to remove debris from floor to maintain a safe work area.
  • Mobility -15% of day spent maintaining employee relations, accessing copier, fax, maneuvering around the office.
  • Continuous standing if conducting training or attending events, 4 hour maximum -average once a month.
  • Ability to hear employee concerns, conduct interviews, phone work.
  • Ability to review documentation, judge appearance, read applications, file records.
  • Excellent speech communication skills required to conduct interviews, counseling sessions, phone work.
  • Excellent comprehension and literacy required to review and prepare documentation.

Job Details

Mid level

About this location

building Type:


Personal Growth


401(K) Matching
Company Discounts
Dental Benefits
Family Medical Leave
Health Insurance Benefits
Hotel Discounts
Job Training
Paid Sick Days
Paid Time Off
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Sage Hospitality Headquarters
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Address1575 Welton Street, Denver, CO, 80202 View map
Property typeOffice 
building TypeCommercial 

People (6)

Thelma RockholdSenior Vice President, Sage Hotel Management“Always treat your employees exactly as you want them to treat your best customers.” – Stephen R. Covey
Daniel del OlmoPresident, Sage Hotel Management"It always seems impossible until it’s done." - Nelson Mandela
Matt SchwartzSenior Vice President and Chief Technology OfficerMatt Schwartz currently serves as Senior Vice President and Chief Technology Officer at Sage Hospitality. In this capacity, Matt has responsibility for all aspects of IT including applications, infrastructure, business intelligence, project management and security for the entire company. Matt spends most days thwarting cyber attacks, enhancing Sage’s CRM database, and moving as much as possible to the Cloud. Prior to joining Sage, Matt served as the VP of Digital Solutions at Intrawest where he deployed a cloud-based Central Reservation System (CRS) to all of Intrawest’s resort properties including Winter Park and Steamboat. Prior to Intrawest, Matt held various leadership positions in IT and Finance at PetSmart and Staples. Matt has a strong passion for technology, starting his career as a “coder” of HTML and SQL. Matt earned a B.S. with Honors from Cornell University and an M.B.A from MIT’s Sloan School of Management.
Jason AltbergerChief Investment OfficerJason Altberger is Sage Hospitality’s Chief Investment Officer and leads Sage’s continued growth in the real estate investment market, targeting urban lifestyle hotels and developments that align with the company’s vision within the United States. Jason joins Sage after 18 years at real estate private equity firm DLJ Real Estate Capital Partners where he spent the final eight years of his tenure as Managing Director. In this role, he was responsible for a range of assets and investment opportunities and served as an investment committee member for both the US and China funds. He held previous positions with real estate merchant bank Cheslock, Bakker & Associates and the New York office of accounting firm Price Waterhouse. Jason received his undergraduate degree from Georgetown University, magna cum laude, and an MBA from The Wharton School of Business with highest distinction. He is also a licensed CPA, he is an avid runner and serves on the board of a charter school in New Jersey.
Zack NeumeyerChairmanZachary T. Neumeyer is a businessman and civic leader. He is the Chairman of Sage Hospitality and is the Vice Chair of Mobile Accord. He is or has been an investor and board member of companies in the technology, communications, manufacturing, senior housing, banking and service industries. He also works on K-12 education reform in Colorado and nationally. Zack’s civic focus is ensuring that every child in America can fulfill their potential. He works through many organizations focused on making our education system work. These include Board Chair of America Succeeds, Board Member of Colorado Succeeds and Teach For America Colorado. He believes that developing superb leadership is essential to improving our cities, states and country. Zack is a graduate of Cornell University—along with many others at Sage, who also refuse to disclose their graduation year. Continuing in his passion for education, he has taught or lectured at Cornell University, University of Colorado, Harvard University and The University of Denver.
Walter IsenbergCo-Founder, President & Chief Executive Officer Sage Hospitality Group"The future belongs to those who believe in the beauty of their dreams." – Eleanor Roosevelt

Culture (3)

COMMUNITY CITIZENSHIPGiving back to our communities isn’t just a nice talking point. At Sage, it’s a way of life. Our associates are constantly encouraged to find better ways to take care of the places where we live, work and play. We want to make sure it’s never about us—it’s about doing all we can for the greater good.
LEADERSHIP DEVELOPMENTWe believe leaders should be disruptors because that’s how change occurs. Sage is always looking for ‘A’ players—the leaders of leaders. We empower our leaders with a perfect balance of robust growth opportunities, efficient task force management and chances for personal fulfillment. We never forget that the best leaders are people focused first.
PERSONAL & PROFESSIONAL GROWTHAchieving personal and professional growth is one of our values at Sage Hospitality. We believe it’s not just about the work you do, but it’s about who you are. We know your job isn’t your life. That’s why we support our associates in finding the perfect balance between what they do and who they are. By encouraging associates to take initiative and responsibility for their own advancement, we empower them to own their outcomes—both personally and professionally.
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