Position Summary The Recruiting Manager provides leadership and day-to-day oversight of the organization’s talent acquisition function. This position is responsible for developing and executing recruiting strategies that attract qualified candidates, support timely hiring, and create a positive experience for candidates and hiring leaders. The Recruiting Manager leads the recruiting team, establishes consistent recruiting practices, monitors recruiting activity and outcomes, and partners closely with operational and departmental leaders to understand current and future staffing needs. This role also serves as a hands-on recruiter for leadership, specialized, high-volume, and difficult-to-fill positions as needed. Essential Functions Recruiting Leadership & Strategy
- Lead the day-to-day activities and priorities of the recruiting team.
- Develop recruiting strategies that support organizational growth, workforce needs, and business objectives.
- Partner with HR and operational leadership to identify current and anticipated staffing needs.
- Establish consistent recruiting practices and service expectations across departments and locations.
- Identify recruiting challenges and recommend practical solutions to improve candidate flow and hiring outcomes.
- Evaluate sourcing strategies and determine the most effective approaches for difficult-to-fill and specialized positions.
Team Management
- Provide direction, coaching, training, and ongoing support to recruiting team.
- Establish expectations and priorities for recruiting assignments.
- Monitor recruiter workloads and redistribute assignments when appropriate.
- Conduct regular team meetings and individual check-ins to review recruiting activity, challenges, and priorities.
- Promote accountability, collaboration, professionalism, and responsive customer service within the recruiting team.
- Support the professional development of recruiting team members.
Full-Cycle Recruiting
- Manage full-cycle recruitment for assigned leadership, professional, specialized, or difficult-to-fill positions.
- Develop appropriate sourcing strategies and candidate pipelines.
- Review applicants and conduct candidate screening and interviews.
- Coordinate with hiring managers throughout the interview and selection process.
- Assist leaders with candidate evaluation and selection while promoting consistent and job-related hiring practices.
- Support offer development and communication in partnership with HR and compensation resources.
- Maintain communication with candidates throughout the recruiting process.
Hiring Manager Partnership
- Serve as a trusted recruiting partner to hiring managers and organizational leaders.
- Conduct intake discussions with hiring managers to clarify position requirements, qualifications, recruiting strategy, and selection criteria.
- Provide leaders with regular updates regarding recruiting activity, candidate pipelines, and potential barriers to filling positions.
- Coach hiring managers on interviewing, candidate evaluation, timely decision-making, and effective recruiting practices.
- Escalate significant recruiting challenges or staffing concerns to HR leadership.
Recruiting Operations & Process Improvement
- Maintain consistent recruiting workflows and documentation.
- Review recruiting processes to identify opportunities to improve efficiency, candidate experience, and hiring-manager experience.
- Ensure appropriate use of the applicant tracking and recruiting systems.
- Partner with HR Operations to support an effective transition from candidate selection through onboarding.
- Maintain appropriate recruiting records and documentation.
- Assist with the development and maintenance of recruiting procedures, guidelines, templates, and tools.
Recruiting Metrics & Reporting
- Monitor and report recruiting activity and key talent acquisition measures.
- Track areas such as open positions, applicant and candidate activity, aging requisitions, time-to-fill, offer activity, sourcing effectiveness, and other recruiting trends.
- Use recruiting data to identify staffing risks, bottlenecks, and opportunities for improvement.
- Provide recruiting updates and workforce insights to HR and operational leadership.
- Establish appropriate measures of recruiting team workload, responsiveness, and effectiveness.
Compliance
- Support consistent hiring practices in accordance with applicable employment laws and organizational policies.
- Promote job-related and consistent candidate evaluation and selection practices.
- Maintain appropriate confidentiality related to candidates, compensation, organizational staffing plans, and employee information.
- Partner with HR leadership when recruiting or selection issues create potential compliance concerns.
Qualifications
Education
- Bachelor’s degree in Human Resources, Business Administration, Management, or a related field preferred.
- Equivalent combination of education and relevant recruiting experience may be considered.
Experience
- Five or more years of progressive recruiting or talent acquisition experience preferred.
- Previous experience leading recruiters, recruiting projects, or a talent acquisition function strongly preferred.
- Experience recruiting for professional, leadership, specialized, and/or difficult-to-fill positions preferred.
- Experience working in a multi-location organization is preferred.
Certifications Professional HR or talent acquisition certification, such as SHRM-CP, SHRM-SCP, PHR, SPHR, or SHRM Talent Acquisition Specialty Credential, is preferred but not required.