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Key Responsibilities and Required Skills for Job Recruiter Supervisor

💰 $85,000 - $125,000

Human ResourcesTalent AcquisitionRecruitingManagement

🎯 Role Definition

As a Job Recruiter Supervisor, you are the engine of our talent acquisition team. You will be responsible for leading, mentoring, and scaling a high-performing group of recruiters dedicated to finding top-tier talent. This role is a blend of hands-on leadership, strategic planning, and process optimization. You will act as a key strategic partner to business leaders, using data-driven insights to inform hiring strategies and ensure our talent pipeline aligns with the company's growth objectives. Your success will be measured by your team's performance, the quality of hires, and your ability to foster a positive, collaborative, and results-oriented environment.

📈 Career Progression

Typical Career Path

Entry Point From:

  • Senior Recruiter / Senior Talent Acquisition Specialist
  • Recruiting Team Lead
  • Corporate Recruiter with informal leadership experience

Advancement To:

  • Recruiting Manager / Talent Acquisition Manager
  • Director of Talent Acquisition
  • Senior Manager, People Operations

Lateral Moves:

  • HR Business Partner
  • People Operations Manager
  • Employer Branding Manager

Core Responsibilities

Primary Functions

  • Lead, mentor, and develop a team of recruiters, setting clear performance goals and expectations, providing regular coaching and feedback, and fostering a collaborative, high-performance culture.
  • Oversee the entire end-to-end recruitment lifecycle for all assigned requisitions, ensuring efficiency, quality of hire, and an exceptional candidate experience from initial contact to onboarding.
  • Develop and implement innovative and proactive talent acquisition strategies to build robust and diverse talent pipelines for current and future hiring needs across various departments.
  • Partner closely with hiring managers and senior leadership to deeply understand their talent requirements, define compelling role profiles, and build effective sourcing and interview plans.
  • Monitor and analyze key recruitment metrics (e.g., time-to-fill, cost-per-hire, source effectiveness, quality of hire) to identify trends, measure team performance, and drive continuous process improvements.
  • Manage the allocation and balancing of requisition loads across the recruiting team to ensure equitable distribution, optimize for speed, and meet critical hiring targets.
  • Act as a subject matter expert on recruiting trends, market intelligence, compensation benchmarks, and industry best practices, providing strategic guidance to the team and key stakeholders.
  • Champion diversity, equity, and inclusion (DEI) initiatives within every stage of the recruitment process, from sourcing to selection, to ensure unbiased hiring practices and a diverse candidate pool.
  • Conduct regular one-on-one meetings and team huddles to track progress against goals, address roadblocks, and facilitate continuous learning and professional development.
  • Drive the adoption and optimization of recruitment technologies, including the Applicant Tracking System (ATS), CRM, and other sourcing tools, to enhance team productivity and data integrity.
  • Personally manage a limited portfolio of senior-level, confidential, or high-priority executive searches to stay current with recruiting practices and support critical business needs.
  • Develop and maintain strong relationships with external partners, such as recruitment agencies, universities, and professional organizations, to expand our talent networks and employer brand reach.
  • Ensure all recruitment activities are in strict compliance with company policies and all applicable federal and state legal regulations, including EEO and OFCCP guidelines.
  • Create and manage reporting dashboards to provide leadership with clear, actionable visibility into recruiting funnel health, progress against goals, and key performance indicators (KPIs).
  • Lead formal and informal training sessions for hiring managers and interviewers on effective interviewing techniques, identifying and mitigating unconscious bias, and best practices for candidate selection.

Secondary Functions

  • Support ad-hoc data requests and exploratory data analysis to answer complex questions about hiring trends and market conditions.
  • Contribute to the organization's broader talent and people strategy roadmap by providing insights from the front lines of recruitment.
  • Collaborate with business units to translate long-term workforce planning needs into actionable, forward-looking talent acquisition requirements.
  • Participate in sprint planning, agile ceremonies, and cross-functional project teams within the broader Human Resources organization.
  • Oversee the development and enhancement of the company's employer brand through channels like social media, career pages, and industry events.
  • Mediate and resolve any complex issues or escalations that arise during the recruitment process, involving candidates, hiring managers, or the recruiting team.
  • Collaborate with HR and Compensation teams to structure competitive and equitable job offers, and lead the negotiation and closing process for key roles.

Required Skills & Competencies

Hard Skills (Technical)

  • Deep proficiency with modern Applicant Tracking Systems (ATS) such as Greenhouse, Lever, Workday Recruiting, or similar platforms.
  • Advanced sourcing expertise using a variety of tools and techniques, including Boolean search, LinkedIn Recruiter, talent communities, and social media platforms.
  • Strong capabilities in recruitment data analytics and reporting, with the ability to track KPIs, build dashboards, and derive actionable insights from talent data.
  • Comprehensive knowledge of HR compliance laws and regulations, including EEO, OFCCP, and ADA, as they relate to hiring.
  • Proven experience managing recruitment budgets, third-party agency relationships, and contracts with technology vendors.
  • Expertise in creating and running competency-based interview processes and training others on their effective implementation.

Soft Skills

  • Exceptional leadership and team management skills with a genuine passion for mentoring, developing, and empowering others to succeed.
  • Strong business acumen and the ability to function as a credible and strategic partner to senior business leaders.
  • Superior communication, interpersonal, and negotiation skills, with the ability to influence and build rapport with candidates and stakeholders at all levels.
  • A high level of emotional intelligence and professional resilience, with the ability to navigate ambiguity and complex situations gracefully.
  • Excellent problem-solving and decision-making abilities in a fast-paced, high-volume recruiting environment.
  • A demonstrated commitment to and experience in driving Diversity, Equity, and Inclusion (DEI) principles and outcomes in the hiring process.

Education & Experience

Educational Background

Minimum Education:

  • Bachelor's Degree in a relevant field or equivalent practical experience in a professional setting.

Preferred Education:

  • Master's Degree in Human Resources or Business Administration (MBA).
  • SHRM-CP/SHRM-SCP or similar HR/Recruiting certifications.

Relevant Fields of Study:

  • Human Resources Management
  • Business Administration
  • Industrial/Organizational Psychology
  • Communications

Experience Requirements

Typical Experience Range: 5-8 years of progressive, full-cycle recruiting experience in a corporate or agency environment.

Preferred: A minimum of 2+ years of direct people management or formal team leadership experience within a talent acquisition or recruiting function.

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