Recruiting Manager

TSC•Arlington, VA

18h•Hybrid

About The Position

TSC is seeking a highly capable and strategic Recruiting Manager to lead and elevate our talent acquisition function across technical and non-technical teams. Reporting to the Vice President of Administration, this role partners closely with division leadership and hiring managers to develop and execute recruiting strategies, oversee the recruiting team, and ensure the delivery of top talent to meet organizational goals. This is a hands-on, working management role: the Recruiting Manager will not only lead the recruiting team but will also act as a full-cycle recruiter for a portfolio of priority roles, including senior leadership, technical and non-technical roles owning search strategy, sourcing, assessment, and offer negotiation. Serving as a trusted leader within the talent acquisition team, the Recruiting Manager demonstrates proficient professionalism, discretion, and organizational proficiency. This individual is entrusted with sensitive candidate and organizational information and is expected to exercise sound judgment, advanced communication skills, and a proactive, strategic approach to recruiting. The role also contributes to special initiatives, maintains recruiting records, and ensures alignment with company policies and strategic objectives. This position is eligible for hybrid/telework subject to location.

Requirements

Bachelor’s degree (or equivalent) and 10–12 years of recruiting experience, including at least 4 years in a management or leadership role; or a Master’s degree and 8–10 years of experience.
Proficiency with applicant tracking systems and web-based recruiting tools.
Strong organizational and time-management skills, with the ability to manage multiple priorities in a fast-paced environment.
Excellent written and verbal communication skills, with attention to clarity and professionalism.
High level of discretion and sound judgment in handling confidential candidate and organizational information.
Experience in sourcing, interviewing, and selecting candidates for technical and non-technical positions.
Experience managing the full recruiting lifecycle (“cradle to grave”).
Demonstrated leadership and team management skills.
Attention to detail, accuracy, and follow-through.
Experience with the company’s HRIS System – Workday, specifically the recruiting module.
Ability to create custom reports in Workday to support recruiting operations and metrics reporting.
Prior recruiting experience within the defense contracting, aerospace, Government Services, or federal contracting industry.

Nice To Haves

Experience implementing process improvements and recruiting best practices.
Experience integrating artificial intelligence (AI) into talent acquisition strategy and execution to drive innovation and efficiency.
Build and maintain strong relationships with external partners (search firms, professional associations, networks) for executive and niche roles, as appropriate.
Data-driven mindset with the ability to interpret recruiting metrics, diagnose issues, and propose practical solutions and process improvements.
Experience with technical assessment tools and reference checking.
Strong interpersonal and communication skills, with the ability to collaborate effectively across departments and with external partners.
Demonstrated ability to anticipate hiring needs and proactively address challenges.
Ability to work independently and as part of a high-performing, service-oriented team.
Strong organizational discipline with the ability to prioritize effectively and maintain productivity in a dynamic environment.

Responsibilities

Build, mentor, develop, and lead a recruiting team while providing guidance, training, and support to ensure high performance and professional growth.
Reviewing job descriptions to ensure consistency, accuracy, and compliance with internal and external standards.
Utilize sourcing, recruiting, and networking tools to identify and attract qualified talent when applicant flow is limited.
Screen candidates to assess skills, experience, and qualifications against role requirements.
Oversee the recruiting team’s activities and ensure consistent, effective execution of recruiting processes.
Develop and implement comprehensive recruiting strategies to attract, source, and hire top talent for technical and non-technical positions.
Actively source candidates and maintain a personal portfolio of job requisitions, managing the full recruiting lifecycle (“cradle to grave”) for these positions, including sourcing, screening, interviewing, presenting qualified candidates to hiring managers, and supporting decision-making through to successful onboarding.
Drive consistency and quality in hiring processes, ensuring structured interviews, timely feedback, and well-run debriefs that lead to thoughtful, evidence-based decisions.
Act as a trusted advisor and expert on trends within the market & industries, as well as internal shifts that may impact the business and hiring demands.
Collaborate with division leadership and hiring managers to create and review employment requisitions, develop staffing plans, and forecast talent needs.
Evaluate employment factors such as job experience, education and training, skills, knowledge and abilities, and other data pertinent to classification, selection, and referral.
Partner with business leaders and HRBPs to define role requirements, candidate profiles, and hiring plans, ensuring alignment with organizational structure, compensation philosophy, and market realities.
Design and execute creative sourcing strategies (LinkedIn Recruiter, talent communities, referrals, events, associations, and other channels) to proactively build strong, diverse pipelines for both current and future needs.
Ensure consistent and effective use of applicant tracking systems and recruiting tools, including the company’s HRIS System – Workday, specifically the recruiting module.
Maintain real-time and accurate updates in Workday to ensure compliance and data integrity.
Provide regular reporting on recruiting metrics, team performance, and progress to management on a weekly basis.
Use data and dashboards to track time-to-fill, source effectiveness, and quality-of-hire, and translate insights into clear actions and recommendations for stakeholders.
Develop and maintain relationships with professional organizations to expand sourcing channels and enhance employer branding.
Identify opportunities to streamline recruiting processes and implement best practices that enhance efficiency, workflow clarity, and operational excellence.
Support talent acquisition with ad hoc projects, research, and strategic initiatives.
Manage cross-departmental workflows and approvals to ensure timely execution and alignment.
Set the vision and strategy for the company’s internal SharePoint Recruiting Hub.
Develop SOPs, templates, and operational standards that strengthen consistency and governance.
Monitor and adjust staffing levels and workload allocation across the team to promote productivity and balance.
Drive performance accountability, setting clear performance expectations with team members and managing them through regular KPI/SLA reviews.
Ensure recruiting activities comply with applicable local, state/provincial, and federal/national employment laws and regulations.
Leverage recruiting tools and labor market insights to provide competitive intelligence and hiring trends to develop talent attraction strategies for the roles supported by your team.
Demonstrate strong data analytics and presentation-building abilities, with the ability to obtain and analyze raw data to convey key insights to inform recruiting strategies.
Demonstrate a proactive approach, strong initiative, and a sense of ownership while successfully coordinating activities across various functional teams.
Perform additional duties, as required.