Recruitment Manager

Hireframes Recruiting Manager is the person our recruiting team leans on to get better — not just get through reqs. This role sits at the intersection of people leadership and recruiting craft: developing our recruiters judgment, setting the strategy when requirements get hard, and relentlessly raising the bar on candidate quality so we can close reqs faster and deliver more value to our clients. Youll manage a small, high-performing team, report directly to the Head of Service Delivery, and have real influence over how the recruiting function operates and grows.

This isnt a dashboard-management role or a top-of-funnel coordination seat. Its a player-coach position for someone who has done this work before, built real instincts across multiple role types and markets, and is ready to put those instincts to work developing the people around them.

Duties and Responsibilities

• Lead strategy-first req kickoffs — before sourcing starts, identify the #1 challenge: supply/demand issue or needle in a haystack? Set the approach accordingly
• Develop recruiters critical thinking and problem-solving skills — build their judgment, not just their output
• Own quality and consistency across all open reqs — not running every search, but knowing exactly where each one stands
• Set the bar on what a strong candidate slate looks like before it goes to a client
• Be the go-to resource when a recruiter hits a wall on a hard req — someone whos seen enough to know the right move fast
• Foresee bottlenecks before they slow the team down and develop solutions proactively
• Bridge the gap between whats available in-market and what clients are asking for — push back when a brief isnt realistic
• Keep the team proactive: build pipelines ahead of demand, flag when a role is being sourced wrong, surface low-hanging fruit the team isnt seeing
• Drive candidate database discipline — turn LinkedIn outreach and connections into actual pipeline, not individual inbox history
• Run team rhythms: 1:1s, pipeline reviews, req kickoffs, capacity check-ins
• Set the tone for how recruiting communicates cross-departmentally, especially with Account Management
• Identify gaps in Hireframes recruiting operations and build new best practices
• Find new sourcing channels; think about applicant marketing — how we attract candidates, not just how we screen them
• Roll up your sleeves when needed: interview candidates, review recordings, create assessments

• Proven experience managing or mentoring recruiters directly — performance tied to the success of hires, not just placements made
• Meaningful headhunting / evaluative recruiting experience — not just top-of-funnel sourcing; youve owned the full funnel and made hiring recommendations, not just candidate lists
• Breadth of recruiting experience across role types (ops, admin, finance, marketing, CS, tech support, EA, etc.) — not siloed to one function
• Deep familiarity with international candidate markets: talent pools, salary and rate benchmarks, what strong looks like at entry, mid, and senior levels — no Googling required
• Experience recruiting for remote or distributed teams placing candidates with US-based clients

Hireframe provides nearshore and offshore staffing solutions, operating as a remote-first organization with team members located in the United States, Mexico, and the Philippines. Our robust benefits package includes:

• Permanent remote work flexibility
• Paid Time Off
• Health Maintenance Organization (HMO) coverage
• Annual performance bonuses
• Dedicated coaches offer an extra channel of support and skill-building
• Opportunities for professional growth

At Hireframe, we cultivate a supportive environment that fosters professional development and success, ensuring our team members thrive in their careers.

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