Manager Jobs

About The Position

Requirements

• 3-5+ years leading a direct hire, permanent placement, or professional search function within a staffing or recruiting services firm.
• Demonstrated experience building a recruiting program, desk, or division from the ground up.
• People leadership experience: hiring, coaching, and performance-managing recruiters.
• Working command of direct hire economics: fee structures, guarantee periods, fall-off management, and gross profit.
• A process and performance-improvement mindset: document what works, measure it, and improve it.
• Proven ability to influence senior stakeholders who do not report to you.
• Proficiency with applicant tracking systems (ATS), CRM platforms, and performance reporting.
• Bachelor's degree or equivalent combination of education and directly relevant experience.

Nice To Haves

• Skilled trades, construction, or industrial staffing background.
• Experience recruiting salaried construction roles (Project Manager, Superintendent, Estimator, Safety Manager).
• Multi-region or national scope of responsibility.
• Experience transitioning recruiters between contract and permanent placement delivery models.

Responsibilities

• Design the program: Build the end-to-end direct hire delivery model, including client intake, sourcing strategy, submittal standards, offer management, and fee capture.
• Develop pricing guidance, fee schedules, and guarantee terms in partnership with Finance and Legal.
• Write process documentation for the division.
• Build and develop the team: Recruit, hire, and develop a team of 5-10 direct hire recruiters across five regions, potentially promoting high-performing Project Coordinators from the contract side.
• Build the training and ramp program for new direct hire recruiters and own their development.
• Partner with the field: Work with Area Vice Presidents and Area Operations Managers to build regional adoption, surface client demand, and coordinate internal talent transitions.
• Own the numbers: Establish divisional KPIs (time-to-fill, submittal-to-interview conversion, placement volume, average fee, fall-off rate, gross profit per recruiter) and hold the division accountable.
• Diagnose performance gaps, drive process improvements, and report divisional health and strategy to executive leadership.

Benefits

• Base salary: $110,000–$120,000, opportunity for incentive bonuses
• Performance incentive tied to divisional performance
• Medical, dental, and vision coverage
• 401(k) with company match
• Paid time off and paid holidays
• Company-supported professional development