Recruiting Manager

Who you are

• A minimum of 8 years of experience in full-cycle recruiting experience, including experience supporting business functions such as Finance, legal, people or other corporate teams
• A minimum of 4 years of experience managing recruiters, including coaching, development, prioritization and performance feedback across different skill levels
• Experience building recruiting strategies for complex hiring needs and managing execution against timelines, partnership expectations and business goals
• Ownership of hiring for a business unit, including senior leadership relationships, and sizable hiring scope
• Ability to build trusted partnerships with business leaders, HR Business Partners, Finance, Compensation and other cross-functional teams, using business context and market insight to influence hiring decisions
• Ability to build a repeatable, scalable hiring strategy
• Independence, organization, creativity, and data savvy
• Strong leadership skills, leading through data, empathy, direct communication, development of talent of varying levels, career pathing, problem solving, and leading with courage and confidence
• Experience using AI to improve the speed and quality of recruiting work, while critically reviewing and verifying AI-assisted outputs for accuracy, bias and business context
• High judgment and accountability when using AI and handling recruiting work, including protecting sensitive information, avoiding over-reliance and taking ownership of final recommendations and deliverables
• Bachelor's degree in a relevant field such as business, human resources or psychology, or equivalent experience

What the job involves

• Directly manage recruiting strategy and execution for the Legal & Business Affairs, CFO and People orgs, including planning, req distribution, building and executing strategy, and advising leaders on recruiting for their orgs
• Lead and develop a team of Recruiters, providing coaching, feedback and support that helps them grow, deliver strong results and navigate ambiguity
• Build and implement recruiting strategies that align to business goals, hiring timelines and team capacity, while setting clear milestones and adjusting plans as priorities shift
• Partner with leaders, HR Business Partners and cross-functional teams to understand hiring needs, advise on risks and tradeoffs and connect recruiting work to broader business goals
• Monitor pipeline health, team performance and hiring progress, using data to identify challenges early, recommend changes and improve speed, quality and candidate experience
• Serve as an escalation point for recruiters, hiring managers and partners, resolving issues directly and helping the team move forward through complex or changing situations
• Be a key contributor to the Recruiting leadership team by providing insights into hiring trends, contributing to building an inclusive team culture, and problem solving broader recruiting challenges
• Use AI for efficiency to synthesize information across hiring plans, research and written updates so the team can focus more time on stakeholder advising, candidate engagement and decision-making
• Use AI to automate repeatable tasks and explore more options in areas such as outreach themes, talent mapping and reporting, while applying judgment to select the strongest path forward