Recruiting Manager

Responsibilities

• Build, mentor, develop, and lead a recruiting team while providing guidance, training, and support to ensure high performance and professional growth.
• Review job descriptions to ensure consistency, accuracy, and compliance with internal and external standards.
• Utilize sourcing, recruiting, and networking tools to identify and attract qualified talent when applicant flow is limited.
• Screens candidates to assess skills, experience, and qualifications against role requirements.
• Oversee the recruiting team’s activities and ensure consistent, effective execution of recruiting processes.
• Develop and implement comprehensive recruiting strategies to attract, source, and hire top talent for technical and non-technical positions.
• Actively source candidates and maintain a personal portfolio of job requisitions, managing the full recruiting lifecycle (“cradle to grave”) for these positions, including sourcing, screening, interviewing, presenting qualified candidates to hiring managers, and supporting decision-making through to successful onboarding.
• Drive consistency and quality in hiring processes, ensuring structured interviews, timely feedback, and well-run debriefs that lead to thoughtful, evidence-based decisions.
• Collaborate with division leadership and hiring managers to create and review employment requisitions, develop staffing plans, and forecast talent needs.
• Evaluate employment factors such as job experience, education and training, skills, knowledge and abilities, and other data pertinent to classification, selection, and referral.
• Partner with business leaders and HRBPs to define role requirements, candidate profiles, and hiring plans, ensuring alignment with organizational structure, compensation philosophy, and market realities.
• Design and execute creative sourcing strategies (LinkedIn Recruiter, talent communities, referrals, events, associations, and other channels) to proactively build strong, diverse pipelines for both current and future needs.
• Ensure consistent and effective use of applicant tracking systems and recruiting tools, including the company’s HRIS System – Workday, specifically the recruiting module.
• Maintain real-time and accurate updates in Workday to ensure compliance and data integrity.
• Provide regular reporting on recruiting metrics, team performance, and progress to management on a weekly basis.
• Use data and dashboards to track time-to-fill, source effectiveness, and quality-of-hire, and translate insights into clear actions and recommendations for stakeholders.
• Develop and maintain relationships with professional organizations to expand sourcing channels and enhance employer branding.
• Identify opportunities to streamline recruiting processes and implement best practices that enhance efficiency, workflow clarity, and operational excellence.
• Support talent acquisition with ad hoc projects, research, and strategic initiatives.
• Manage cross-departmental workflows and approvals to ensure timely execution and alignment.
• Set the vision and strategy for the company’s internal SharePoint Recruiting Hub.
• Develop SOPs, templates, and operational standards that strengthen consistency and governance.
• Monitor and adjust staffing levels and workload allocation across the team to promote productivity and balance.
• Drive performance accountability, setting clear performance expectations with team members and managing them through regular KPI/SLA reviews.
• Ensure recruiting activities comply with applicable local, state/provincial, and federal/national employment laws and regulations.
• Leverage recruiting tools and labor market insights to provide competitive intelligence and hiring trends to develop talent attraction strategies for the roles supported by your team.
• Demonstrate strong data analytics and presentation-building abilities, with the ability to obtain and analyze raw data to convey key insights to inform recruiting strategies.
• Strive for a proactive approach, strong initiative, and a sense of ownership while successfully coordinating activities across various functional teams.
• Perform additional duties, as required.

Qualifications

• Bachelor’s degree (or equivalent) and 10–12 years of recruiting experience, including at least 4 years in a management or leadership role; or a Master’s degree and 8–10 years of experience.
• Proficiency with applicant tracking systems and web-based recruiting tools.
• Strong organizational and time-management skills, with the ability to manage multiple priorities in a fast-paced environment.
• Excellent written and verbal communication skills, with attention to clarity and professionalism.
• A high level of discretion and sound judgment in handling confidential candidate and organizational information.
• Experience in sourcing, interviewing, and selecting candidates for technical and non-technical positions.
• Experience managing the full recruiting lifecycle (“cradle to grave”).
• Demonstrated leadership and team management skills.
• An attention to detail, accuracy, and follow-through.
• Experience with the company’s HRIS System – Workday, specifically the recruiting module.
• The ability to create custom reports in Workday to support recruiting operations and metrics reporting.
• Prior recruiting experience within the defense contracting, aerospace, Government Services, or federal contracting industry.