Head of Commercial Banking Recruitment

UNKNOWN; Chicago (IL); Sur place; USD 210 000 - 300 000; Plein temps

Résumé du poste

Unknown in Chicago seeks a visionary Head of Commercial Banking Recruitment to lead end-to-end talent acquisition strategy, aligning hiring outcomes with business priorities and growth plans. You will own the recruiting operating model, lead experienced recruiters, and provide talent advisory with market insights to senior stakeholders.

You will drive consistent assessment and selection practices, strengthen candidate and hiring manager experience, and deliver data-driven insights through

Qualifications

• Experience leading talent acquisition strategy for a large, complex org.
• Proven ability to coach and develop recruiters in a performance-driven environment.
• Experience partnering with senior leaders on hiring priorities and escalations.
• Experience designing and improving a recruiting operating model (intake, prioritization, capacity planning).
• Experience driving consistent assessment and selection practices for quality hires.
• Strong analytical skills with metrics-driven decision making.
• Executive-level stakeholder engagement and compelling presentations.

Responsabilités

• Set recruiting strategy aligned to business priorities, growth, and evolving skill needs across Commercial Banking.
• Own and improve the recruiting operating model including intake, prioritization, and capacity planning.
• Lead and develop a team of recruiters with clear standards for responsiveness and quality.
• Drive high-quality assessment and selection practices to improve candidate experience.
• Advise senior leaders on hiring approach, role design, and talent strategy.
• Provide market updates with priorities, risks, and progress to stakeholders.
• Deliver recruiting reports and translate data into actionable insights.

Connaissances

Leadership

Executive stakeholder eng.

Recruiting operating model

Talent assessment

Analytics & reporting

Communication (verbal/written)

Description du poste

Shape how talent is identified, assessed, and hired for a complex, fast-moving Commercial Banking organization. In this high-visibility leadership role, you will set the talent acquisition strategy and deliver results through a high-touch recruiting model. You will partner closely with senior business and Human Resources leaders, bringing urgency, sound judgment, and a high bar for candidate and hiring manager experience. You will lead an experienced team and continuously strengthen operating rigor through clear processes, reporting, and execution.

As the Head of Commercial Banking Recruitment in Commercial Banking Recruitment, you will lead end-to-end talent acquisition strategy and execution, aligning hiring outcomes to business priorities, growth plans, and evolving skill needs. You will own the recruiting operating model, lead and develop a team of experienced recruiters, and provide talent advisory and market insights to senior stakeholders while driving consistent, high-quality assessment and selection practices.

Job responsibilities

• Set and deliver the recruiting strategy aligned to business priorities, growth plans, and evolving skill needs across Commercial Banking
• Own and continuously improve the recruiting operating model, including intake, prioritization, capacity planning, sourcing strategy, and service levels
• Lead and develop a team of experienced recruiters, setting clear standards for responsiveness, quality, and disciplined execution
• Drive consistent, high-quality assessment and selection practices to strengthen candidate and hiring manager experience
• Partner with senior business and Human Resources leaders to advise on hiring approach, role design, and talent strategy
• Lead recurring hiring and market updates with senior stakeholders and Human Resources partners, including priorities, risks, and progress
• Provide market intelligence to inform sourcing strategies and competitive positioning in talent-constrained markets
• Establish strong partnerships with Finance and cross-functional stakeholders to align recruiting delivery to workforce and growth plans
• Own recruiting reporting and ad hoc analysis, translating data into actionable insights (for example, pipeline health, timing, sources, and capacity)
• Manage escalations and shifting priorities through clear communication, transparency, and follow-through
• Strengthen process discipline and execution consistency across the recruiting lifecycle, including controls and risk awareness where applicable

Required qualifications, capabilities and skills

• Experience leading talent acquisition strategy and delivery for a complex organization with high hiring expectations
• Demonstrated people leadership experience, including leading, coaching, and developing recruiters in a performance-focused environment
• Experience partnering with senior business leaders and Human Resources leaders on hiring priorities, trade-offs, and escalations
• Experience designing, running, and improving a recruiting operating model (including intake, prioritization, and capacity planning)
• Experience driving assessment and selection practices to support consistent hiring quality and strong candidate experience
• Strong analytical skills, including experience using recruiting metrics, reporting, and operating rhythms to drive decisions
• Strong verbal and written communication skills, including executive-level stakeholder engagement and presentations
• Ability to operate with urgency and sound judgment in a fast-moving environment with competing priorities

Preferred qualifications, capabilities and skills (max seven)

• Experience leading talent acquisition transformation or change initiatives (process, tooling, service model, or governance)
• Experience recruiting for front-office or client-facing roles in a high-touch hiring environment
• Experience in financial services or another highly regulated, large-scale environment
• Experience partnering with Finance leaders on workforce planning, prioritization, and capacity trade-offs
• Experience developing market intelligence approaches (talent mapping, competitor insights, sourcing channel strategy)
• Experience establishing service levels and measurable performance standards for recruiting delivery
• Experience building team culture focused on accountability, continuous improvement, and stakeholder partnership