Recruiting Manager

Gila River Resorts & Casinos•Chandler, AZ

25d

About The Position

The Recruiting Manager owns the full recruiting function and sets the vision, strategy, and operating rhythm for enterprise-wide talent acquisition. The role is accountable for hiring outcomes across high-volume and specialized roles, attracting, assessing, and hiring talent aligned with a 5-star hospitality standard. The manager builds and develops a high-performing recruiting team, aligns stakeholders, optimizes recruiting systems and processes, and elevates the caliber of talent entering the organization. The position leads recruiting strategy and execution across departments and role types, translates workforce needs into recruiting plans, establishes service expectations and standardized processes, and leads workforce planning with HR and operational leaders. It advises senior leaders and hiring managers on selection strategy, market availability, and hiring decisions; oversees recruiting technology, reporting, compliance, employer brand, and talent pipelines; and drives continuous improvement in recruiting outcomes and candidate experience.

Requirements

Bachelor’s degree required.
Minimum 7 years of recruiting experience, including experience in 5-star hospitality and high-volume recruiting environments.
Demonstrated success improving recruiting outcomes, including quality, speed, stakeholder satisfaction, and candidate experience.
Strong working knowledge of ATS and recruiting technology and data-driven recruiting operations.
Intermediate skills using personal computers, Microsoft Office Suite software, HRIS, email, and enterprise-specific programs.
Strategic ownership with operational rigor.
High judgment, confidentiality, and professionalism.
Strong stakeholder influence and executive presence.
Metrics-driven and process-oriented approach.
Ability to balance near-term execution with long-term capability building.
Shows authenticity and care; interacts respectfully with guests, leaders, and fellow team members.
Delivers personalized, thoughtful, anticipatory service.
Demonstrates accountability, dependability, ownership, and commitment to excellence.
Approaches new tasks with curiosity, adapts to challenges, and partners on creative solutions.

Nice To Haves

Minimum 2 years of people leadership, including direct or functional leadership of recruiters, preferred and strongly desired.
Experience leading recruiting within complex, multi-site, or high-visibility operations.
Experience building structured selection practices and coaching leaders on interviewing and hiring decisions.

Responsibilities

Own end-to-end recruiting strategy and execution across departments and hourly, exempt, and leadership roles.
Translate business workforce needs into recruiting plans, sourcing strategies, and hiring priorities.
Establish service-level expectations and standardized recruiting processes to support quality and speed.
Lead workforce planning discussions with HR and operational leaders.
Lead, coach, and develop the recruiting team; set performance expectations and ensure consistent delivery.
Build team capability through training, interview calibration, sourcing skill development, and process discipline.
Foster accountability, urgency, and a strong candidate experience aligned with hospitality excellence.
Manage team capacity planning, requisition allocation, and performance management.
Advise senior leaders and hiring managers on selection strategy, market availability, and hiring decisions.
Drive intake meetings, structured interviews, and selection calibration to improve quality of hire.
Escalate and resolve complex hiring challenges, including hard-to-fill roles and high-impact leadership hires.
Own recruiting systems and tools, including ATS, job boards, scheduling, and reporting, and ensure adoption and data integrity.
Analyze recruiting funnel metrics and provide insights on time-to-fill, source performance, conversion, candidate drop-off, and quality indicators.
Lead process improvements and special initiatives to enhance recruiting outcomes and candidate experience.
Ensure compliance with internal policy, documentation standards, and applicable employment laws.
Strengthen employer brand strategy and execution across job postings, outreach, events, and candidate communications.
Build evergreen pipelines for critical roles through proactive sourcing and community and industry partnerships.
Implement tactics to consistently raise the caliber of candidates presented and hired.