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Key Responsibilities and Required Skills for Recruiting Manager — RH Financial Services

💰 $ - $

Human ResourcesTalent AcquisitionFinancial Services

🎯 Role Definition

The Recruiting Manager at RH Financial Services leads a high-performing talent acquisition function that delivers full-cycle recruiting for financial services roles (e.g., finance, accounting, risk, treasury, FP&A, tax) across corporate and client-facing teams. This leadership role combines strategic workforce planning, stakeholder advisory, hands-on sourcing for critical and executive roles, recruitment process optimization, vendor and agency management, and data-driven hiring metrics to improve time-to-fill, quality-of-hire, and retention outcomes.

📈 Career Progression

Typical Career Path

Entry Point From:

  • Senior Recruiter (Finance / Corporate Functions)
  • Talent Acquisition Partner / Specialist
  • HR Business Partner with recruiting focus

Advancement To:

  • Director of Talent Acquisition (Financial Services)
  • Head of Global Recruitment / VP Talent Acquisition
  • HR Business Partner Lead or People Operations Director

Lateral Moves:

  • Recruitment Operations Manager
  • Workforce Planning Manager
  • Employer Brand / Talent Marketing Lead

Core Responsibilities

Primary Functions

  • Own end-to-end recruiting for assigned financial services portfolios, managing requisitions from intake through offer acceptance and onboarding while ensuring an exceptional candidate experience and alignment with RH Financial Services hiring priorities.
  • Partner closely with finance and business leaders to translate headcount planning, workforce forecasts, and strategic initiatives into prioritized recruiting plans and hiring roadmaps that meet budgetary and timing constraints.
  • Lead, coach and develop a team of recruiters and sourcers—setting clear performance expectations, conducting regular 1:1s, and running career development plans to improve sourcing capability and recruiter productivity.
  • Design and execute targeted sourcing strategies for hard-to-fill and senior finance roles using advanced Boolean search, LinkedIn Recruiter, alumni networks, industry associations, and niche job boards that improve pipeline velocity and candidate quality.
  • Manage the full-cycle recruitment process for mid-to-senior and executive level roles including intake, job description creation, scorecard development, structured interviewing, offer strategy, negotiation and closing.
  • Build and maintain strong hiring manager relationships by providing consultative advice on market compensation, role design, diversity sourcing strategies, candidate assessment, and interview calibration to ensure consistent selection decisions.
  • Drive diversity, equity & inclusion hiring initiatives by establishing diverse slates, reducing unconscious bias in interview processes, partnering with ERGs and community organizations, and tracking DEI recruiting metrics.
  • Develop and maintain talent pipelines and candidate relationship management (CRM) programs for recurring hiring needs (e.g., FP&A, Accounting, Risk) to reduce time-to-fill and enable faster deployment for urgent hiring requests.
  • Implement, manage and optimize applicant tracking system (ATS) processes—ensuring accurate job postings, candidate dispositioning, offer approval workflows, data hygiene and compliance with internal policies and regulatory requirements.
  • Own and report on key recruiting KPIs (time-to-fill, time-to-hire, cost-per-hire, offer acceptance rate, quality-of-hire, source of hire, pipeline conversion rates) and translate insights into continuous improvement initiatives.
  • Partner with Talent Acquisition Operations to streamline recruiting workflows, implement automation (e.g., scheduling tools, interview kits), and standardize scorecards and interview guides to improve recruiter and hiring manager efficiency.
  • Lead agency and supplier management for contingent and executive searches—negotiating fee structures, SLAs, candidate ownership, and performance reviews to ensure cost-effective external support.
  • Create and refine compelling job descriptions and role profiles optimized for SEO and candidate engagement across career pages, job boards and social channels to increase inbound applicant quality.
  • Facilitate competency-based and behavioral interviewing training for hiring managers and interview panels to ensure consistent, fair, and predictive assessments and to reduce interviewer bias.
  • Oversee offer process and candidate negotiation including total rewards coordination with compensation partners, background checks, reference checks, and ensuring a smooth and professional candidate closing experience.
  • Manage campus and early-career recruitment strategies for finance rotational programs, internships, and entry-level hiring by developing campus relationships, interview programs, and assessment centers.
  • Collaborate with People Operations and HR Compliance to ensure recruiting practices comply with legal, regulatory and industry-specific requirements (e.g., financial services background checks, licensing, data privacy).
  • Lead workforce planning and succession conversations with senior leadership to identify critical roles, skills gaps, and proactive hiring roadmaps that align with business growth and transformation plans.
  • Act as a brand ambassador externally—representing RH Financial Services at industry events, meetups, conferences, webinars and through content to attract top finance talent and strengthen employer brand.
  • Drive continuous improvement by running recruiting retrospectives, A/B testing sourcing channels, optimizing candidate funnels, and implementing hiring process metrics that reduce bias and increase hiring velocity.
  • Manage recruiting budget planning, tracking, and forecasting, including investments in tools, advertising spend, events, and agency fees to deliver hiring targets within budget.
  • Coordinate onboarding and first 90-day transitions for critical hires in partnership with HRBP and People Ops to accelerate time-to-productivity and retention.

Secondary Functions

  • Produce monthly and quarterly talent acquisition dashboards and executive summaries for leadership that highlight trends, risks, and action plans to inform strategic workforce decisions.
  • Support ad-hoc workforce analytics requests such as headcount modeling, compensation benchmarking, and attrition analysis to inform hiring priorities.
  • Partner with Employer Brand and Marketing to develop targeted campaigns (content, video, social, employee stories) that showcase finance team work, culture and career growth pathways.
  • Run pilot programs for sourcing innovation such as recruitment marketing automation, passive candidate nurturing sequences, and AI-enabled candidate screening to test efficiency gains.
  • Provide recruitment process support for mergers, acquisitions and integrations, including harmonizing job families, titles and interviewing standards across organizations.
  • Maintain relationships with professional associations, certification bodies and community partners (e.g., CFA societies, accounting networks) to source high-quality talent and maintain market intelligence.

Required Skills & Competencies

Hard Skills (Technical)

  • Full-cycle recruiting expertise for finance functions (FP&A, Accounting, Treasury, Risk, Internal Audit) and experience recruiting at mid-to-senior levels.
  • Proficiency with Applicant Tracking Systems (ATS) and CRMs such as Greenhouse, iCIMS, Workday Recruiting, Lever or Bullhorn for requisition management and candidate lifecycle tracking.
  • Advanced sourcing skills: Boolean search, X-ray, LinkedIn Recruiter, GitHub/Stack Overflow equivalents for finance (e.g., FIN-specific networks), resume databases, and talent mapping.
  • Data-driven recruiting: ability to extract, analyze and present hiring metrics using Excel, Google Sheets, Looker, Tableau or Power BI and to translate data into actionable improvements.
  • Interviewing and assessment: experience designing structured interviews, competency-based assessments, case studies and technical screen processes for finance roles.
  • Familiarity with compensation benchmarking, offer modeling and working with compensation teams to design competitive packages in regulated environments.
  • Vendor and agency management: contracting, fee negotiation, SLA enforcement and performance review of external search partners.
  • Basic HR systems knowledge: HRIS, background screening platforms, onboarding systems and compliance processes specific to financial services.
  • Project management skills: sprint planning, prioritization, stakeholder communication and running recruitment campaigns on time and within scope.
  • SEO-optimized job description writing and recruitment marketing basics to increase visibility on search engines and job boards.

Soft Skills

  • Strong stakeholder management and business partnering skills with the ability to influence senior leaders and align hiring priorities to strategic objectives.
  • Excellent written and verbal communication skills for sourcing outreach, offer negotiation and cross-functional alignment.
  • High emotional intelligence and candidate-centric mindset to deliver a positive hiring experience while balancing business needs.
  • Coaching and team leadership capabilities—able to mentor recruiters and improve team performance through feedback and skill development.
  • Critical thinking and problem solving—able to diagnose bottlenecks in the hiring process and implement sustainable solutions.
  • Resilience and adaptability in a fast-paced, high-volume hiring environment with shifting priorities.
  • Negotiation and persuasion skills to close top candidates and to negotiate agency agreements or specialized vendor contracts.
  • Strong organizing and time-management skills to manage multiple open roles and stakeholder expectations concurrently.
  • Cultural sensitivity and bias-awareness to promote inclusive hiring practices and equitable candidate assessment.
  • Continuous improvement mindset with curiosity for leveraging new sourcing technologies and methodologies.

Education & Experience

Educational Background

Minimum Education:

  • Bachelor's degree in Human Resources, Business Administration, Finance, Psychology or related field (or equivalent work experience).

Preferred Education:

  • Bachelor's plus certifications (e.g., AIRS, LinkedIn Certified Professional—Recruiter, SHRM-CP/SCP, HRCI) or a master's degree in HR/Organizational Psychology/MBA.

Relevant Fields of Study:

  • Human Resources Management
  • Business Administration / Management
  • Finance / Accounting
  • Organizational Psychology
  • Talent Management / Industrial-Organizational Psychology

Experience Requirements

Typical Experience Range: 5–10+ years in talent acquisition with 3+ years in a people-leader or team lead capacity, ideally within financial services or professional services environments.

Preferred:

  • 7+ years total recruiting experience with demonstrated success filling mid-to-senior finance, accounting, or risk roles.
  • Track record of building and coaching recruiting teams, implementing ATS best practices, and delivering measurable improvements in recruiting KPIs.
  • Experience managing high-volume and technical searches, vendor relationships, campus programs, and employer branding initiatives specific to finance talent markets.
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