Recruitment Lead

Key Responsibilities

• Full ownership of the talent search team's output — sourcing strategy, channel mix (Apollo, LinkedIn, job boards, referrals, agency partners), and weekly throughput targets.
• Build and run a high performance operating rhythm — daily huddles, live pipeline reviews, weekly scorecards — that scales predictably as the team grows.
• An active recruiter on the floor, not just a reviewer of others shortlists.
• Personally lead compensation negotiation on key/critical roles, and coach the team's negotiation skill across the board.
• Own LinkedIn (Recruiter/Sales Navigator) and ATS pipeline hygiene daily — set the standard of discipline for the team.
• Design and enforce a recruitment SOP — role intake, sourcing SLAs, screening rubrics, submission quality bar — so output scales beyond any one individual's effort.
• Set and track weekly KPIs (sourced/screened/submitted/placed) for every team member, including yourself.
• Assess team capability continuously, coach for growth, and build out the team further as volume scales — including hiring additional recruiters/sourcers.
• Partner with sales/delivery teams to translate enterprise client demand (skills, urgency, geography) into prioritized sourcing sprints.
• Own recruiter productivity tooling — ATS hygiene, Boolean/X-ray sourcing, AI-assisted shortlisting — to cut time-to-submit.

What We're Looking For:

• 8+ years in recruitment, with 3+ years leading a team, from an IT/ERP staffing agency or talent marketplace background.
• A track record of building or scaling a high-performing recruitment team against measurable throughput and quality metrics.
• Still enjoys and is willing to personally source, screen, and close candidates — not someone who has moved past individual contribution.
• Deep familiarity with niche enterprise tech skill markets (Oracle Cloud, D365, Salesforce, Peoplesoft, Workday, SAP) — able to validate real technical depth versus resume inflation in a 5-minute screen.
• Strong comp negotiation instincts — comfortable pushing back on candidate asks and closing offers independently.
• Sharp judgment on talent — able to identify and develop high performers, and make decisive calls when a role isn't the right fit.
• High ownership mindset, comfortable building processes and playbooks from scratch in a fast-scaling startup environment.