Recruiting Operations Team Lead

About the role

InCommon runs recruitment delivery for multiple US clients in parallel — each with its own hiring bar, pipeline, and pace. We need someone to own the engine behind that delivery: process, client communication, recruiter capacity, and quality control.

What you'll own

Client management

• Single point of contact for client-side hiring managers/stakeholders on pipeline status, timelines, and blockers
• Run weekly/biweekly client syncs; turn vague client feedback into a sharpened hiring bar
• Manage expectations proactively — flag slipping timelines before the client has to ask
• Own client onboarding for new mandates: intake calls, role scoping, agreeing on process and SLAs

Project & process management

• Track every open role across all client desks against target close dates, funnel health, and recruiter load
• Build and enforce a standard recruiting workflow (intake → sourcing → screening → client submission → interview loop → offer) so nothing depends on tribal knowledge
• Identify bottlenecks (slow client feedback, weak sourcing channels, interview loop delays) and fix the process, not just flag it
• Maintain the reporting cadence — funnel metrics, time-to-fill, closes-per-recruiter, against target

Recruiter enablement

• Set and track individual recruiter targets (e.g., closes, active roles, submission-to-interview ratio)
• Run regular 1:1s/check-ins to unblock stalled searches
• Identify when a desk is overloaded and needs rebalancing or backup support
• Surface skill/training gaps and close them (sourcing channels, screening calibration, JD writing)

Systems & quality

• Own the ATS/tracker as the source of truth — data hygiene, pipeline accuracy, reporting integrity
• Standardize scorecards, intake templates, and client-facing status reports across desks
• Post-mortem on missed/slow closes and roll fixes back into process

What you'll need

• 4–7 years in recruitment operations, TA program management, or RPO delivery management — ideally having been a recruiter before moving into ops, so you can coach credibly
• Track record managing multiple concurrent client/stakeholder relationships under real timeline pressure
• Comfortable with spreadsheets/ATS as working tools — you should be building the tracker, not asking someone else to
• Process-first mindset: default reaction to a missed deadline is what broke in the system, not who do I blame
• Direct, low-drama communication style — with recruiters and with clients