Recruitment Manager

Role overview

The Recruitment Manager is responsible for leading the full hiring lifecycle, from planning and sourcing through selection and onboarding support, so the business attracts, hires, and keeps strong talent. This role also covers team leadership, employer branding, stakeholder partnership, and ongoing improvement of recruitment outcomes.

Recruitment strategy and planning

• Create and roll out hiring plans that support broader business objectives.
• Work with department leaders and senior management to estimate future staffing requirements.
• Define recruitment KPIs and monitor results against target metrics.

Talent sourcing and pipeline building

• Find and engage qualified candidates through job boards, social platforms, professional networks, and referrals.
• Build and maintain a ready pipeline for mission-critical and difficult-to-fill positions.
• Collaborate with universities, industry associations, and recruitment partners to widen talent access.

Recruitment process management

• Manage the complete recruitment cycle, including postings, screening, interviews, and offer discussions.
• Ensure candidates receive a smooth, professional, and positive experience throughout the process.
• Use applicant tracking systems effectively and keep candidate information current and accurate.

Employer branding

• Strengthen and promote the organization’s reputation as an employer of choice.
• Partner with marketing teams on hiring campaigns and careers content.
• Represent the company at career fairs, networking sessions, and industry events.

Team leadership and development

• Guide, coach, and inspire a team of talent acquisition professionals.
• Provide training on hiring best practices, interviewing, and inclusive recruitment.
• Set team objectives and review performance on a regular basis.

Compliance and reporting

• Ensure hiring practices follow labor regulations, diversity requirements, and ethical standards.
• Prepare recruitment reports and share insights with senior leadership.
• Track recruitment spending and work to use budgets efficiently.

Experience and qualifications

The ideal candidate should hold a bachelor’s degree in Human Resources, Business Administration, or a related discipline, with a master’s degree considered an advantage. A minimum of 7 years of recruitment experience is needed, including at least 2 years in a managerial capacity. The background should include both high-volume hiring and specialized talent acquisition, along with experience recruiting white-collar and blue-collar staff.