Recruitment Manager US

Remote Legal Staff

4d•Remote

About The Position

As Recruitment Manager, you'll lead our external recruiting team — the specialists in legal talent recruitment across LATAM, the Philippines, and South Africa. You are taking charge of a team that's strong on volume but has lost ground on quality. Assessment failures have been growing faster than applications, and speed gains haven't been translating into filled placements. Your first job isn't to add more process between interview and decision — it's to figure out why that gap exists and close it, starting with making sure the person who interviews a candidate is accountable for whether that candidate is actually right for a client, not just whether they cleared a step. This is a hands-on leadership role: you'll set the standard for how we screen and assess candidates, hold your team to it, and scale a recruiting function defined by depth — where every candidate who reaches a client has been genuinely understood, not just processed. You'll be both a player and a coach: close enough to the work to sit in on interviews, audit screening decisions, and know exactly what good looks like; strategic enough to build the staffing plans, KPIs, and processes that keep a team of recruiters aligned across timezones.

Requirements

3+ years managing recruitment teams in a remote setting, with a demonstrated track record of leading and developing recruiters.
Proven experience recruiting across LATAM, the Philippines, and/or South Africa for placement: this is a must.
Hands-on experience managing recruiters through an ATS, with a habit of auditing and improving the screening processes and rubrics built around it.
Strong command of quality-focused recruiting metrics: pass-rate integrity, screening consistency, and time-to-fill, and how to use them to protect depth without letting the pipeline stall.
Demonstrated ability to hold a team to a high evaluative bar under pipeline pressure, and to catch issues before they become a client problem.
Has personally turned around a declining conversion or quality metric in a recruiting function — not just maintained one that was already healthy.
Has operated where screening and final placement decisions were split across different people or teams, and has direct experience fixing that.
Experience building or improving screening frameworks, interview rigor, and profiling workflows, ideally in a cross-border or high-compliance staffing context.
Excellent communication and stakeholder-management skills, including the ability to have direct, difficult accountability conversations across a distributed, global team.
You default to acting on incomplete information rather than waiting for certainty — and you can point to a specific time that instinct paid off, and one where it didn't.
A data-driven, organized, and proactive approach to leading and prioritizing work.

Responsibilities

Lead, coach, and develop the recruiting team, setting clear expectations and helping each person grow.
Own the full-cycle recruitment process across roles: from intake and screening through profiling and clean, deliberate handoff to client placement advisors.
Sit in on live interviews, audit screening decisions, and correct execution directly, staying close enough to the work to know what good looks like.
Own the recruiting team's close rate and assessment pass-rate integrity as personal metrics — not just track them, but be accountable for why they move, and act before a slow quarter becomes a trend.
Diagnose the tradeoff between speed and quality directly — when pipeline volume is up but placements aren't following, find out whether it's a screening problem, a client-fit problem, or a handoff problem, and fix the right one.
Personally close the gap between who interviews a candidate and who decides they're a fit for a client — screening and profiling are not separate, disconnected steps; the recruiter closest to the candidate owns the call, with you auditing the judgment behind it.
Partner with client placement advisors and leadership to forecast staffing needs, prioritize open roles, and build capacity plans.
Define, track, and enforce the recruiting team's KPIs and metrics, and use them to keep the team aligned, fast, and focused without sacrificing quality.
Keep the team aligned, fast, and consistent: running cadenced reviews, removing bottlenecks, and balancing speed against the quality bar so neither slips.
Run regular calibration sessions to keep screening standards consistent across the team, and address underperformance on a clear timeline rather than letting it drift.
Build and refine screening frameworks and staffing workflows suited to cross-border legal placement.
Constantly improve how we recruit, championing better tools, calibration practices, and profiling rigor as the team scales.
Champion an excellent candidate experience and a strong, consistent employer brand at every touchpoint.
Report on team performance, screening quality, and pipeline health to the CEO, translating findings into clear, actionable recommendations.

Benefits

Fully remote position with a flexible work schedule
Competitive base salary
Annual performance bonus
Anniversary loyalty bonuses
Company-sponsored health insurance
Generous PTO that increases with tenure (up to 30 days per year)
Birthday PTO day
7 U.S. paid holidays
5 paid sick days per year
Bereavement leave
Additional unpaid personal leave available
Home office stipend for equipment and workspace upgrades
Computer replacement stipend
Monthly internet allowance (increases with tenure)
Professional development and training programs
Education support for high performers
A collaborative, supportive team culture where people are genuinely invested in each other's success
A fast-moving environment where your work has real visibility and direct impact
Clear path to growth: we promote from within and reward people who perform