Recruitment Manager

Community Resources for Justice•Boston, MA

23h

About The Position

The Manager of Recruiting is responsible for leading and improving the organization’s full-cycle recruitment operations to ensure we attract, hire, and retain high-quality talent aligned with CRJ’s mission and workforce needs. This position will play a crucial role in shaping the company’s workforce by implementing effective recruitment strategies, enhancing candidates’ experience, and contributing to a positive and inclusive work environment. This position is integral to ensuring the organization attracts and retains the right talent while promoting a culture of growth and engagement. The Manager of Recruiting will focus on optimizing recruitment processes, strengthening employer branding and marketing efforts, expanding candidate pipelines, and partnering closely with leaders to improve hiring outcomes and reduce turnover. This role manages the Recruitment team and ensures consistent, efficient, and compliant hiring practices across the organization.

Requirements

Strong knowledge of full-cycle recruiting, talent marketing, and onboarding best practices.
Proven ability to improve recruitment processes and implement scalable systems.
Excellent communication, relationship building, and consultative skills.
Ability to manage competing priorities in a fast-paced environment.
Proficiency in ATS platforms and Microsoft Office, especially Excel and data reporting.

Nice To Haves

Bachelor’s degree in Human Resources, Business, or a related field, or equivalent combination of education and experience, and a minimum of five years of experience as a Recruiting Manager or in a similar role, with a demonstrated track record of improving recruitment outcomes.
Experience leading recruitment teams and managing onboarding processes.
Familiarity with employment law, hiring compliance, and HR best practices.

Responsibilities

Manage, train, develop, and hold accountable a team of Talent Management Specialists.
Oversee the coordination and continuous improvement of the onboarding process, ensuring consistency, efficiency, compliance, and a positive new-hire experience.
Set measurable goals for time-to-fill, candidate experience, process compliance, and hiring quality.
Review and monitor open positions and hiring pipelines to ensure proactive sourcing, timely movement of candidates, and effective workforce allocation.
Develop, implement, and continuously improve scalable recruiting processes, SOPs, and workflows that increase efficiency and consistency across the organization.
Enhance candidate experience by ensuring communication, transparency, and responsiveness at all stages.
Partner with hiring managers to understand workforce needs and guide them in effective selection practices.
Analyze process bottlenecks and implement solutions that reduce time-to-fill and improve quality of hire.
Support the implementation of CRJ’s new HRIS (Rippling) as it relates to recruiting, onboarding, workflows, and process alignment, ensuring smooth adoption and optimized use of the platform.
Build and maintain diverse candidate pipelines through proactive sourcing, community partnerships, job boards, social media campaigns, and targeted outreach.
Lead employer recruiting branding efforts to position CRJ as an employer of choice.
Develop recruitment marketing strategies that increase applicant flow in hard-to-fill or high-volume roles.
Partner with the HR Employee Experience team to improve onboarding processes that strengthen new-hire engagement and reduce early turnover.
Monitor turnover trends and collaborate with stakeholders on retention strategies tied to recruitment quality and onboarding effectiveness.
Maintain and optimize the Applicant Tracking System (Dayforce, transitioning to Rippling), ensuring accuracy, compliance, and user adoption.
Update recruitment-related SOPs, guidelines, and policies to ensure alignment with legal and organizational standards.
Collaborate with department leaders to forecast hiring needs and plan recruitment strategies aligned with operational goals.
Provide hiring managers with training and tools to improve interviewing, selection, and workforce planning.
Develop and track key recruiting metrics, including time-to-fill, time-to-hire, vacancy rates, quality-of-hire, candidate satisfaction, and turnover trends.
Use data insights to recommend improvements in sourcing, hiring, and onboarding processes.
Ensure recruitment practices support organizational DEI goals and contribute to a welcoming, inclusive hiring experience.
Promote equitable practices in sourcing, selection, and candidate communication.