Recruitment Manager (TW)
We’re looking for a Recruitment Manager who is excited about technology with previous experience with recruiter training and management and a huge battery of intelligence and gets-things-done to bring to bear.
We build our own technology in-house and our goal is to build tools that recruiters love to use. You should be excited about technology in the recruitment space, envision the future, and help enable this vision by collaborating directly with our engineers.
A large portion of your role will be recruiter training and management. Junior recruiters will report into you and you’ll be held accountable for their success and should have the attitude of putting their success in front of yours. You’re comfortable training via formal lessons or informal coaching.
You’ll be joining a tight-knit team of 16 recruiters and engineers. Even though we started less than 2 years ago, we’re expanding quickly, onboarding 1-2 new recruiters each quarter, are profitable most quarters, and are making rapid progress on our technology.
1. Maintain hiring bar and candidate pool for recruiters
Talk with TAMs to understand their hiring needs. Constantly have at least 3-5 candidates in our hiring pool with 1 ready to be hired as we grow our client list or if it looks like a recruiter need to be replaced. Generally, recruiters will have 1 year of experience and be ready and willing to hit KPIs.
2. Meet daily to answer questions, coach, and review KPIs
This role is responsible for providing day-to-day (twice a day) coaching and front-line question answering on recruitment fundamentals and how our organization works. During this daily meeting, they will also review KPIs, ensure expectations of performance are shared, and ensure any blockers or support requests are addressed.
3. Provide long-term coaching and career management for Recruiters
The Recruitment Manager is also tasked with helping each individual recruiter see their forward career trajectory in the company and how they can continue to grow their role. They are also responsible for identifying required trainings and upleveling their team on recruitment skills.
4. Initiate disciplinary actions
We will have set KPIs for recruiters to reach in their first 1/2/3/4 weeks and onwards. There shall also be a set process for when warnings shall be sent out and when recruiters should be terminated.
5. Maintain and grow the Recruiter Handbook
The Recruiter Handbook should have all the information for how to succeed as a recruiter. It should contain everything from job description, compensation structure, to the T1 way to do recruitment (e.g. how we pitch candidates on jobs), how they should act in their relationships within the firm (e.g. what they should expect from their TAMs), to frequently asked questions, etc.
6. Work with TAMs to align on performance and hiring needs
There should be a weekly meeting with all TAMs to review recruiter performance, any areas that need to be improved, or changes to the Recruiter Handbook, and any pending disciplinary or hiring actions.
- Strong at attracting and recruiting recruiters
- Experience at large recruitment firms with strict training and activity KPIs. Have experience managing recruiters and can manage KPIs systemically while inspiring performance.
- Understand our strategy and willing to focus on managing delivery over improving their career on the client trajectory (as there is not much client-facing responsibility compared to normal recruitment career trajectory)
- 360 contingent recruiter with reputable billings.