Strategic Recruiting Manager, Corporate Functions
Ladders
Turn this role into an interview — a resume and cover letter built around what this employer wants.
Benefits offered by this job
Job summary
Ladders is seeking a Manager, Recruiting - Corporate in San Francisco to lead a high-performing team of recruiters and sourcers across Corporate Functions. The role partners with senior leaders to align resources with evolving talent needs and drive scalable hiring outcomes in a fast-paced environment.
The ideal candidate has 10+ years of recruiting experience and 4+ years of people management, with a strong focus on diversity, bias disruption, and performance management to build an inclusive
Qualifications
- 10+ years of recruiting experience in a competitive environment.
- 4+ years of people management experience.
- Proven ability to partner with senior leaders and drive recruiting strategies.
- Experience managing hiring across multiple business units and senior levels.
- Expertise in conflict resolution, bias disruption, and performance management.
- Strong commitment to diversity, belonging, and inclusion.
Responsibilities
- Manage and develop a high-performing team of recruiters and sourcers.
- Act as a trusted partner to understand and align recruiting resources with business needs.
- Develop long-term recruiting strategies to attract exceptional talent.
- Build an efficient and scalable team structure.
- Assess and enhance recruiting best practices across Corporate Functions.
- Lead complex change initiatives to drive business results.
- Champion a values-led culture.
Skills
Job description
Ladders is seeking a Manager, Recruiting - Corporate in San Francisco to lead a high-performing team of recruiters and sourcers across Corporate Functions. The role partners with senior leaders to align resources with evolving talent needs and drive scalable hiring outcomes in a fast-paced environment.
The ideal candidate has 10+ years of recruiting experience and 4+ years of people management, with a strong focus on diversity, bias disruption, and performance management to build an inclusive
'/%3e%3cpath%20d='M101.744%2012.4726L102.894%2016.1947L99.0021%2013.2201L101.744%2012.4726ZM105.3%208.40937H100.488L99.0026%203.59473L97.5116%208.41047L92.7%208.40385L96.5965%2011.3834L95.1055%2016.1942L99.0021%2013.2196L101.408%2011.3834L105.3%208.40992V8.40937Z'%20fill='white'/%3e%3cdefs%3e%3clinearGradient%20id='paint0_linear_5593_1381'%20x1='90'%20y1='9.44471'%20x2='99'%20y2='9.44471'%20gradientUnits='userSpaceOnUse'%3e%3cstop%20stop-color='%2300AD70'/%3e%3cstop%20offset='0.998594'%20stop-color='%2300B67A'/%3e%3cstop%20offset='1'%20stop-color='%23DCDCE6'/%3e%3c/linearGradient%3e%3c/defs%3e%3c/svg%3e){kind=small}
