Director of Recruiting

Position Summary

The Director of Recruiting is responsible for leading the organization's talent acquisition strategy, recruiting operations, and workforce planning initiatives. This role oversees the design, execution, and continuous improvement of recruiting processes, sourcing strategies, and talent pipelines to support business growth objectives.

The ideal candidate is a strategic recruiting leader with extensive experience building and scaling recruiting functions, developing direct sourcing capabilities, and driving hiring outcomes across a broad range of professional, leadership, operational, and business development roles. This individual will partner closely with senior leadership to ensure talent acquisition efforts align with organizational goals while fostering a high-performance, data-driven recruiting culture.

Key Responsibilities

Recruiting Strategy & Leadership

• Develop and execute a comprehensive recruiting strategy that supports organizational growth and workforce planning objectives.
• Lead the design, implementation, and continuous improvement of recruiting processes, workflows, and best practices.
• Establish scalable recruiting models that enhance efficiency, consistency, and hiring effectiveness across the organization.
• Partner with business leaders to understand current and future talent needs and develop proactive hiring strategies.

Talent Acquisition & Sourcing

• Build and scale direct sourcing capabilities, including market mapping, candidate research, talent engagement, and pipeline development.
• Develop and maintain strong talent pipelines for critical, hard-to-fill, and leadership-level positions.
• Reduce reliance on external recruiting agencies by strengthening internal sourcing capabilities and recruiting execution.
• Manage multi-channel recruiting strategies leveraging direct sourcing, employee referrals, networking, professional associations, and external partners when appropriate.
• Oversee full-cycle recruiting activities from talent identification through offer acceptance and onboarding support.

Recruiting Operations & Process Improvement

• Standardize recruiting processes to improve consistency, scalability, candidate experience, and stakeholder engagement.
• Implement structured recruiting metrics, reporting, and analytics to evaluate hiring effectiveness and identify opportunities for improvement.
• Monitor and improve key performance indicators, including time-to-fill, quality of hire, pipeline strength, candidate conversion rates, and recruiter productivity.
• Leverage recruiting technologies, automation tools, applicant tracking systems, and CRM platforms to enhance operational efficiency.
• Drive continuous improvement initiatives focused on speed, quality, communication, and decision-making throughout the recruiting lifecycle.

Candidate Experience & Assessment

• Enhance interview processes and candidate assessment methodologies to improve hiring accuracy and consistency.
• Ensure a positive and professional candidate experience throughout all stages of the recruiting process.
• Collaborate with hiring managers to establish effective interview frameworks, evaluation criteria, and feedback processes.

Team Leadership & Development

• Lead, mentor, and develop recruiting team members, fostering a culture of accountability, collaboration, and professional growth.
• Establish clear performance expectations and provide ongoing coaching and development opportunities.
• Manage recruiting resources, priorities, and workload distribution to ensure optimal team performance.
• Promote best practices and continuous learning within the recruiting function.

Stakeholder Partnership

• Serve as a trusted advisor to executive leadership, hiring managers, and business stakeholders on talent acquisition matters.
• Influence hiring decisions through data-driven recommendations and market insights.
• Build strong relationships across the organization to ensure alignment between recruiting efforts and business objectives.

Qualifications

Education

• Bachelor's degree from an accredited college or university required.
• Advanced degree in Business, Human Resources, Organizational Leadership, or a related field is a plus.

Experience

• 10+ years of progressive recruiting and talent acquisition experience.
• Proven success recruiting within professional services, consulting, accounting, finance, tax, or other highly specialized talent markets.
• Experience recruiting for leadership, advisory, business development, operational, and professional-level roles.
• Demonstrated experience building, scaling, or significantly enhancing recruiting functions and direct sourcing capabilities.
• Proven track record of owning recruiting outcomes and achieving hiring objectives.
• Experience leading recruiting teams and developing talent acquisition professionals.

Knowledge, Skills, and Abilities

• Deep understanding of recruiting strategies, sourcing methodologies, and talent market dynamics.
• Strong business acumen with the ability to align talent acquisition strategies with organizational growth goals.
• Experience developing and managing recruiting metrics, dashboards, and performance reporting.
• Strong analytical and problem-solving skills with the ability to leverage data to drive decision-making.
• Excellent leadership, coaching, and team development capabilities.
• Exceptional communication, presentation, and relationship-building skills.
• Ability to influence stakeholders and collaborate effectively across all levels of an organization.
• Experience with applicant tracking systems (ATS), customer relationship management (CRM) platforms, recruiting technologies, and analytics tools.
• Advanced proficiency with Microsoft Office applications, including Excel, PowerPoint, and Outlook.
• Strong organizational skills with the ability to manage multiple priorities in a fast-paced environment.