Manager, Business Recruiting

Jobgether; Oregon; Hybrid; USD 152,000 - 190,000; Full time

Benefits offered by this job

Health coverage

Equity program

401(k) retirement savings

Remote work stipend

Parental leave

Career development

Job summary

Jobgether in the United States seeks a Manager, Business Recruiting to lead a seven-recruiter team supporting sales, partnerships, revenue operations, and enablement. Remote-flexible role guiding workforce planning and scalable processes to meet aggressive growth.

The ideal candidate drives data-driven decisions, partners with senior leaders, and relentlessly improves speed and quality of hires in a healthcare technology environment.

Qualifications

• Eight+ years of full-cycle recruiting experience.
• Two+ years leading recruiters, with growth experience.
• Experience in high-volume and specialized searches.
• Strong data analytics and recruiting metrics literacy.
• Strategic workforce planning and forecasting.
• Executive stakeholder management and partnership.
• Excellent communication and accountability in a fast-paced env.
• Adaptable leader in a remote, growth environment.
• Location: remote within the United States; NYC/Philadelphia preferred.

Responsibilities

• Lead and develop a seven-recruiter team across sales, partnerships, and enablement.
• Own the recruiting strategy aligned to revenue objectives and forecasts.
• Forecast capacity, allocate resources, and adjust plans as priorities shift.
• Partner with revenue leadership; provide updates on progress and needs.
• Establish and monitor funnel metrics, speed, and quality of hires.
• Design scalable processes and interview standards for consistency.
• Oversee daily operations, ATS data integrity, and standards adherence.
• Collaborate cross-functionally as the organization grows.

Skills

Leadership

Full-Cycle Recruiting

Data-Driven Recruiting

Workforce Planning

Stakeholder Management

Remote Collaboration

Job description

This position is listed on behalf of a partner company, who manages all applications and next steps. Our partner is looking for a Manager, Business Recruiting based in the United States.This is an exciting opportunity for an experienced recruiting leader to build and scale a high-performing talent acquisition team supporting a rapidly growing revenue organization. You will lead a team of seven recruiters responsible for hiring across sales, strategic partnerships, revenue operations, and enablement. Combining strategic workforce planning with hands‑on team leadership, you will translate ambitious business objectives into effective recruiting strategies and measurable hiring outcomes. You will partner closely with senior business leaders to anticipate talent needs, manage hiring forecasts, and ensure recruiting priorities remain aligned with organizational growth. Through data‑driven decision‑making, process optimization, and recruiter development, you will improve hiring speed, quality, and operational efficiency. This remote‑flexible role offers the opportunity to shape scalable recruiting practices in a fast‑paced, mission‑driven healthcare technology environment. The ideal candidate is a collaborative, analytical, and proactive leader who thrives on developing people and delivering results through structured, scalable processes.

Accountabilities

• Recruiting Team Leadership: Lead, coach, develop, and retain a team of seven recruiters supporting both high-volume sales hiring and specialized searches. Establish clear performance goals, maintain a consistent operating rhythm, provide constructive feedback, and support individual career development.
• Revenue Hiring Strategy: Own the recruiting strategy across Provider Sales, Care Partnerships, Revenue Operations, and Enablement. Translate business objectives and revenue forecasts into actionable hiring plans that support organizational growth.
• Workforce Planning and Forecasting: Forecast recruiting capacity, assess hiring demand, allocate resources, and adapt plans as business priorities and hiring volumes change. Identify risks early and recommend practical solutions to keep hiring plans on track.
• Strategic Stakeholder Partnership: Serve as the primary recruiting partner to revenue leadership, providing regular updates on progress, timelines, hiring challenges, and workforce needs. Use data and sound judgment to guide decisions, challenge assumptions when necessary, and align expectations.
• Recruiting Performance Management: Establish and monitor recruiting metrics, including funnel conversion, hiring speed, recruiter productivity, and quality outcomes. Analyze performance trends, identify bottlenecks, and use insights to improve team effectiveness.
• Tailored Hiring Approaches: Develop recruiting strategies suited to different business functions, balancing high-volume sales recruitment with targeted, consultative searches for partnership, operations, and enablement positions.
• Process Design and Optimization: Build and continuously improve recruiting workflows, requisition allocation models, interview standards, and hiring manager calibration practices to support consistent, scalable hiring.
• Recruiting Operations: Oversee daily team operations, including requisition assignments, interview process consistency, applicant tracking system accuracy, and adherence to established recruiting standards.
• Cross-Functional Collaboration: Partner with recruiting leadership on headcount planning, team structure, and resource allocation as the organization expands. Ensure recruiting operations remain aligned with broader talent acquisition priorities and business needs.

Requirements

• Professional Experience: At least eight years of full-cycle recruiting experience, including substantial experience recruiting for sales, revenue, or go-to-market organizations.
• People Management: At least two years of experience managing recruiters, setting performance expectations, delivering direct feedback, and developing team capabilities. Experience leading recruiting teams through rapid growth is a strong advantage.
• Versatile Recruiting Expertise: Demonstrated experience managing both high-volume recruiting pipelines and specialized, consultative searches, with the ability to adapt sourcing and selection strategies to different roles.
• Data-Driven Decision-Making: Strong analytical skills and fluency in recruiting metrics, including funnel analysis, conversion rates, capacity planning, and hiring performance measurement. Ability to translate data into actionable improvements and communicate insights to stakeholders.
• Strategic Workforce Planning: Proven ability to convert ambitious hiring targets into realistic recruiting plans, forecast team capacity, manage competing priorities, and proactively address risks.
• Executive Stakeholder Management: Strong relationship-building skills and experience partnering with senior business leaders. Comfortable challenging assumptions, resetting expectations, and providing clear recommendations when hiring plans require adjustment.
• Communication and Accountability: Excellent written and verbal communication skills, with the ability to deliver concise updates, communicate complex information clearly, and consistently follow through on commitments.
• Operational Excellence: Experience building structured recruiting processes, improving workflows, maintaining accurate applicant tracking system data, and establishing repeatable practices that support scale.
• Adaptability and Leadership: A proactive, organized, and resilient approach to leadership, with the ability to navigate ambiguity, shifting priorities, high expectations, and a fast-paced growth environment.
• Location and Work Style: This is a remote‑flexible opportunity within the United States, with a preference for candidates based in New York City or Philadelphia.

Benefits

• Competitive compensation: Annual base salary ranging from $152,000 to $190,000, depending on qualifications, experience, and geographic location.
• Equity compensation: Ownership opportunities through an equity program.
• Health coverage: Medical, dental, and vision insurance.
• Healthcare savings accounts: Access to Health Savings Accounts (HSA) and Flexible Spending Accounts (FSA).
• Retirement planning: 401(k) retirement savings plan.
• Remote work support: Work-from-home stipend to support your remote setup.
• Mental health and well‑being: Therapy reimbursement and access to an Employee Assistance Program (EAP).
• Family support: Up to 16 weeks of parental leave for eligible employees.
• Fertility benefits: Annual reimbursement and membership through Carrot Fertility.
• Paid time off: Flexible PTO, 13 paid holidays annually, and an additional holiday break between December 25 and December 31.
• Professional development: Training and learning opportunities to support continued career growth.
• Meaningful impact: The opportunity to develop a recruiting team, influence workforce strategy, and contribute to expanding access to mental healthcare.
• Inclusive work environment: A commitment to diversity, accessibility, and providing reasonable accommodations throughout the recruitment process.