Director of Recruitment

Epic Staffing Group•Remote Michigan, MI

4d•$150,000 - $165,000•Hybrid

About The Position

The Director of Recruitment is responsible for developing and executing the strategic vision for the recruitment function across the organization, providing high-level performance management, and fostering a culture of continuous improvement and collaboration.

Requirements

Eight years of experience in recruitment or talent acquisition, including significant experience in a leadership role.
Proven track record in developing and executing recruitment strategies and managing large teams.
Possess an overall knowledge of business functions and understanding of services, business strategy, policies and procedures, and job’s impact to the organization.
Draw meaning and conclusions from quantitative and/or qualitative data.
Analytically and logically evaluate information, propositions, and claims.
Grasp the external political, economic, competitive, and social factors affecting the industry.
Imagine and devise new and better ways of doing things.
Create a motivating climate, achieve teamwork, train, and develop, measure work in progress, take corrective action.
Engage effectively in dialogue.
Demonstrated success leading and developing recruiting teams in staffing, healthcare, education, behavioral health, or another high-volume talent environment.
Experience launching or growing a new recruiting vertical, service line, market, client program, or talent strategy.
Demonstrated ability to build training programs, facilitate learning, coach recruiters and leaders, and translate recruiting expertise into practical education.
Experience developing and maintaining recruiting SOPs, workflows, and performance standards.
Proven ability to balance performance accountability with engagement, recognition, development, and retention of recruiting talent.
Entrepreneurial mindset with demonstrated success identifying and building new sources of revenue, talent, or market expansion.
Ability to operate strategically while remaining close enough to day-to-day recruiting operations to understand what recruiters are experiencing and where processes need to change.

Nice To Haves

Experience recruiting within Autism/ABA, Behavioral Health, pediatric therapy, Therapeutic Day Schools, Special Education, or closely related clinical or education markets is strongly preferred.

Responsibilities

Develop and implement strategic recruitment plans to support organizational growth and goals.
Head and mentor recruitment managers, guiding them in team leadership, performance management, and development.
Analyze and interpret recruitment metrics and data to optimize strategies, drive efficiency, and ensure high performance.
Oversee recruitment processes, identifying areas for improvement and implementing best practices to enhance the overall recruitment function.
Collaborate with senior leadership and other departments to align recruitment strategies with business objectives and ensure client satisfaction.
Prepare and present reports on recruitment performance, market trends, and strategic recommendations to executive leadership.
Foster a culture of collaboration, innovation, and continuous learning within the recruitment teams.
Ensure compliance with all relevant guidelines, standards, and regulations.
Stay informed on industry trends, market conditions, and emerging best practices to maintain competitive advantage.
Build and execute recruiting strategies that support expansion beyond special education school staffing, including Autism and Behavioral Health clinics, Therapeutic Day Schools, and other adjacent education and pediatric service models.
Develop recruiting strategies for new service lines, including talent mapping, sourcing strategies, recruiter education, candidate messaging, workflows, KPIs, and launch plans.
Create and facilitate ongoing training in areas such as sourcing, candidate engagement, pipeline development, skill marketing, job prioritization, candidate presentation, conversion, recruiter productivity, and book-of-business growth.
Own and continuously improve Recruitment SOPs, strategies, training materials, workflows, and documentation to ensure recruiters have clear and current guidance.
Develop strategies that help recruiters grow and manage their individual books of business through candidate pipelines, relationships, redeployment, referrals, and proactive talent development.
Maintain a strong commitment to the company's core K–12 Special Education business while identifying adjacent growth opportunities that complement the organization's expertise and mission.