Recruitment Manager

Recruitment Manager, Digital Commerce Talent

Remote: UK, Europe or US

Full-time

Base: $3,500 to $5,000 per month

OTE: approximately $50,000 to $120,000 per year

Priority Tech are supporting a growing digital commerce business that is looking for a proper recruitment operator to take ownership of talent from the inside.

This is not a soft HR coordination role. It is not just posting adverts and waiting for applications.

The business needs someone who can find, engage and assess hard-to-reach commercial, digital, marketplace and eCommerce talent, especially people who are not actively applying to roles.

You will be building the recruitment function, shaping the process, improving the systems and giving the leadership team better access to genuinely strong candidates.

The role

You will own the full recruitment process from brief to offer.

That includes taking role requirements, writing job descriptions, building sourcing plans, mapping talent, running outreach, screening candidates, managing interview processes, making recommendations, tracking data and helping the business make better hiring decisions.

A big part of this role is outbound sourcing. The best candidates in this space are rarely sat on job boards. You will need to know how to build lists, write human outreach, create proper sequences and get conversations started with people who are not actively looking.

You will also take ownership of the ATS, making sure it is more than a CV storage system. That means stages, templates, scorecards, reporting, automations and clean data.

Where external agencies or headhunters are used, you will manage them properly, brief them clearly and hold them to a useful standard. Longer term, the aim is to reduce dependency on agencies by building a stronger direct hiring engine.

What you’ll be doing

You will be responsible for:

• Running recruitment across digital commerce, marketplace, growth, performance, brand, operations and related commercial roles
• Building target lists and sourcing passive candidates through LinkedIn, email, Boolean search, x-ray search and other sourcing tools
• Conducting first-stage interviews and acting as the first serious filter before candidates reach the leadership team
• Writing clear candidate summaries and recommendations, not just forwarding CVs
• Building and maintaining a warm bench of pre-qualified talent
• Improving recruitment process, reporting and candidate experience
• Owning and improving the ATS, including stages, templates, scorecards and data quality
• Managing agency relationships when external support is needed
• Tracking funnel metrics including response rates, shortlist quality, time-to-hire, offer acceptance and retention

What we’re looking for

You’ll need at least 4 years’ recruitment experience, including at least 2 years running full-cycle recruitment independently.

You should be comfortable owning searches without a large HR function, recruitment team or coordinator sitting above you. This role suits someone who can work from a blank sheet, bring structure quickly and get into the detail.

You may come from an agency, search, headhunting, internal recruitment or talent acquisition background. What matters most is that you can source properly, assess properly and communicate clearly.

Essential experience

• 4+ years’ recruitment experience
• 2+ years managing full-cycle recruitment independently
• Strong outbound sourcing experience
• Experience building candidate lists and outreach campaigns from scratch
• Confident running first-stage interviews
• Ability to provide clear written candidate recommendations
• Good understanding of recruitment funnel metrics
• Experience owning or improving an ATS
• Excellent written English
• Comfortable working without a large recruitment structure around you

Useful extras

• Experience hiring in eCommerce, digital commerce, marketplaces, performance marketing, digital agencies or fast-growth online businesses
• Experience hiring across growth, brand, operations, commercial, marketing or digital specialist roles
• Agency, search or headhunting background
• Experience using tools such as LinkedIn Recruiter, Apollo, Clay, Boolean search, x-ray search or AI sourcing tools
• Experience improving ATS workflows, reporting and candidate tracking
• Working hours that overlap well with European and US time zones

Why this role?

This is a good opportunity for someone who likes building, not just maintaining.

You will not be inheriting a polished recruitment function. You will be shaping it, improving it and making it work. You will have direct access to senior decision-makers, a clear commercial reason for the role and the chance to build a function that genuinely matters to the business.

The trade-off is that this is hands-on. There is no big team to hide behind and no fully built system to simply run.

For the right recruitment operator, that is exactly the appeal.