Torchora
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Key Responsibilities and Required Skills for Recruiting Manager

💰 $110,000 - $150,000

Human ResourcesTalent AcquisitionManagement

🎯 Role Definition

As our Recruiting Manager, you will be the architect of our talent acquisition strategy. You are not just filling roles; you are building the very foundation of our company's success and culture. This is a strategic leadership position where you'll partner with executive leaders to forecast hiring needs, mentor a passionate team of recruiters, and champion an exceptional candidate experience from the first point of contact through to onboarding. You will be a key player in shaping our employer brand and ensuring we attract diverse, high-impact talent to drive our business forward.

📈 Career Progression

Typical Career Path

Entry Point From:

  • Senior Talent Acquisition Partner
  • Lead Recruiter
  • Recruiting Team Lead

Advancement To:

  • Director of Talent Acquisition
  • Head of People
  • Senior Human Resources Manager

Lateral Moves:

  • HR Business Partner
  • People Operations Manager

Core Responsibilities

Primary Functions

  • Lead, mentor, and develop a high-performing team of recruiters, sourcers, and coordinators, fostering a collaborative and results-driven environment.
  • Design, implement, and continuously refine a comprehensive, data-driven talent acquisition strategy aligned with the company's long-term business objectives.
  • Partner closely with senior leadership and hiring managers to deeply understand their talent needs, define role requirements, and develop tailored recruitment plans.
  • Manage the full-cycle recruitment process for key leadership, strategic, and niche positions, ensuring a seamless and positive experience for candidates and hiring teams.
  • Establish, track, and analyze key recruitment metrics and KPIs (e.g., time-to-fill, cost-per-hire, source-of-hire, offer acceptance rate) to drive efficiency and effectiveness.
  • Champion and embed Diversity, Equity, and Inclusion (DEI) principles into every aspect of the recruitment process, from sourcing and screening to interviewing and selection.
  • Optimize the functionality and utilization of our Applicant Tracking System (ATS) and other recruitment technologies to improve workflow, data integrity, and reporting capabilities.
  • Develop and execute innovative, multi-channel sourcing strategies to build robust and diverse talent pipelines for current and future hiring needs.
  • Cultivate and manage relationships with external partners, including recruitment agencies, professional organizations, and universities, to expand our talent reach.
  • Create and manage the annual recruitment budget, ensuring strategic allocation of resources to maximize ROI on hiring initiatives.
  • Drive the enhancement and promotion of our employer brand across various platforms (e.g., LinkedIn, Glassdoor, career fairs) to position us as an employer of choice.
  • Conduct regular pipeline review meetings with the recruiting team and business stakeholders to provide status updates and align on priorities.
  • Lead complex offer negotiations and closing processes, working in concert with HR and compensation teams to secure top candidates.
  • Stay abreast of industry trends, market intelligence, and competitor activities to inform and adapt our talent acquisition strategies.
  • Develop and deliver training programs for hiring managers and interviewers on best practices for interviewing, candidate assessment, and bias mitigation.
  • Ensure all recruitment and hiring practices are in compliance with local, state, and federal employment laws and regulations.
  • Spearhead critical projects related to talent acquisition, such as implementing new sourcing tools, revamping the candidate experience, or launching an employee referral program.
  • Build and maintain a network of passive, high-potential candidates through proactive market research, relationship building, and community engagement.
  • Personally manage the executive search process for critical leadership roles, providing a white-glove experience for senior candidates.
  • Analyze hiring data to identify bottlenecks, uncover trends, and provide actionable insights and strategic recommendations to the executive team.

Secondary Functions

  • Support ad-hoc data requests and exploratory data analysis to answer critical business questions about talent markets.
  • Contribute to the organization's broader people and culture strategy and roadmap.
  • Collaborate with HR Business Partners and People Operations to ensure a smooth transition from candidate to new hire onboarding.
  • Participate in headcount planning and workforce forecasting exercises in collaboration with Finance and departmental leaders.

Required Skills & Competencies

Hard Skills (Technical)

  • Advanced ATS Expertise: Deep proficiency in managing and optimizing Applicant Tracking Systems (e.g., Greenhouse, Lever, Workday).
  • Mastery of Sourcing Tools: Expert-level use of LinkedIn Recruiter and familiarity with a wide array of sourcing platforms and extensions.
  • Data-Driven Recruitment: Strong ability to analyze recruitment metrics, create insightful dashboards, and use data to inform strategy.
  • Boolean & Advanced Search: Proven mastery of complex Boolean logic, X-ray searching, and other advanced techniques to uncover hidden talent.
  • HR Compliance Knowledge: Solid understanding of EEO, OFCCP, and other employment laws impacting the recruitment process.
  • Budget Management: Experience creating, managing, and reporting on recruitment budgets and vendor expenses.
  • Project Management: Ability to lead and execute complex, cross-functional talent acquisition projects.

Soft Skills

  • Inspirational Leadership: Proven ability to lead, mentor, and motivate a team to achieve ambitious goals.
  • Stakeholder Management: Exceptional skill in building rapport, influencing, and collaborating effectively with senior executives and hiring managers.
  • Strategic Thinking: The capacity to think long-term, anticipate future talent needs, and connect recruitment activities to business outcomes.
  • Exceptional Communication: Articulate, persuasive, and clear communication skills, both written and verbal.
  • Negotiation & Influence: Sophisticated negotiation skills to manage complex compensation discussions and secure top candidates.
  • Problem-Solving: Proactive and resourceful in identifying and resolving challenges within the recruitment lifecycle.
  • Empathy & Interpersonal Acumen: A genuine passion for creating a positive and human-centered candidate experience.

Education & Experience

Educational Background

Minimum Education:

  • Bachelor's Degree in a relevant field or equivalent practical experience in talent acquisition.

Preferred Education:

  • Master’s Degree in Human Resources Management, Business Administration, or a related discipline.

Relevant Fields of Study:

  • Human Resources
  • Business Administration
  • Psychology
  • Communications

Experience Requirements

Typical Experience Range:

  • 7-10 years of progressive experience in full-cycle recruiting and talent acquisition.

Preferred:

  • 3+ years of direct people management experience, leading and mentoring a team of recruiters in a fast-paced environment.
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