Key Responsibilities and Required Skills for OfficeTeam Staffing Manager

🎯 Role Definition

The OfficeTeam Staffing Manager is responsible for leading local recruitment and account management activities for temporary, contract-to-hire, and direct-hire administrative and office support placements. This role combines hands-on recruiting, client relationship management, workforce planning, and operational oversight to deliver high-quality candidates, maximize billable utilization, and meet revenue and client satisfaction targets. The Staffing Manager acts as the primary point of contact for hiring managers and candidates, drives continuous improvement in staffing processes, and ensures compliance with company policies and employment regulations.

📈 Career Progression

Typical Career Path

Entry Point From:

Senior Recruiter / Lead Recruiter (Administrative or Office Support focus)
Account Representative (Staffing or Workforce Solutions)
Talent Acquisition Specialist (high-volume recruiting)

Advancement To:

Regional Staffing Manager / Multi-market Manager
Branch Manager (OfficeTeam / Robert Half)
Director of Staffing Operations / Director of Talent Solutions

Lateral Moves:

Client Success Manager (Enterprise Workforce Solutions)
Workforce Solutions Consultant
Recruitment Operations Manager

Core Responsibilities

Primary Functions

Own full-cycle recruiting for administrative, clerical, customer service, and office support roles by sourcing, screening, interviewing, and presenting qualified candidates to hiring clients to achieve time-to-fill and quality-of-hire goals.
Manage a portfolio of client accounts by building trusted relationships with hiring managers, understanding business needs, developing staffing plans, and acting as the single point of contact for delivery and escalations.
Drive revenue and profitability for assigned accounts through effective candidate placement, bill-rate negotiation, margin management, and upselling of complementary staffing services.
Lead the daily operations of the local staffing desk including candidate pipeline management, interview scheduling, offer administration, and onboarding coordination to ensure a seamless candidate and client experience.
Utilize Applicant Tracking Systems (ATS) such as Bullhorn, iCIMS, or Workday to maintain accurate candidate records, track submittals, manage requisitions, and produce compliance-ready reports.
Develop and execute targeted sourcing strategies using job boards, social recruiting (LinkedIn, Facebook), networking, referrals, and passive candidate outreach to maintain a robust candidate funnel for recurring and urgent client needs.
Conduct thorough candidate assessments including structured interviews, skills testing, reference checks, and background-screening workflows to verify qualifications and reduce placement risk.
Coach and develop junior recruiters and account coordinators by providing feedback, training on best practices (phone-screening, negotiating, closing), and monitoring KPI performance to improve team productivity.
Maintain and track key performance metrics such as time-to-fill, submission-to-interview ratio, placement-to-hire ratio, retention rates, billable utilization, and gross margin, and take corrective actions when targets are not met.
Prepare and deliver client-facing and internal operational reports (daily/weekly dashboards) that summarize candidate activity, open requisitions, fill status, and revenue forecasts to support decision making.
Ensure compliance with all local, state, and federal employment laws, client-specific safety and security requirements, I-9 verification, wage and hour regulations, and company policies during recruitment and placement.
Negotiate offers and manage the offer-to-start process including pay-rate confirmation, start-date coordination, and pre-boarding communications to minimize candidate drop-off and accelerate time-to-start.
Manage candidate payroll coordination and timesheet workflows in partnership with payroll and back-office teams, resolving discrepancies and ensuring timely client invoicing and vendor payments.
Design and implement targeted recruitment marketing and employer branding activities for high-turnover roles to increase candidate awareness and inbound applications.
Forecast workforce demand with clients by assessing seasonal needs, project-based hiring, and longer-term talent pipeline requirements; provide strategic recommendations to optimize headcount and contingent workforce blends.
Oversee temporary-to-hire conversion processes, capturing conversion rates and advising clients on conversion timing, compensation negotiations, and retention strategies to maximize client ROI.
Lead onsite or virtual client kickoffs for new engagements to document scope of work (SOW), service level agreements (SLAs), onboarding expectations, reporting cadence, and escalation paths.
Resolve complex client and candidate issues, escalations, and disputes by diagnosing root causes, proposing pragmatic solutions, and escalating to regional leadership when appropriate.
Implement continuous process improvements by reviewing end-to-end workflows, removing bottlenecks, and standardizing best practices across the desk to increase throughput and enhance candidate quality.
Partner with specialty recruiters and resourcing teams for high-volume or niche role support, coordinating cross-functional sourcing and delivery to meet aggressive hiring timelines.
Maintain up-to-date market intelligence on salary benchmarks, local labor market trends, and competitor activity to advise clients and inform pricing decisions.
Lead and participate in local recruiting events, college career fairs, and networking activities to build brand presence and generate candidate leads for office-support hiring needs.
Manage contract and temporary workforce compliance including workers’ compensation, unemployment claims support, background check vendors, and drug-screening processes.
Monitor and maintain accurate financial records for client accounts including tracking bill rates, discounts, credits, placements, and monthly reconciliation for regional finance reviews.

Secondary Functions

Support ad-hoc reporting requests and exploratory analysis of desk performance to identify pipeline gaps and forecast hiring needs.
Contribute to the branch and regional staffing strategy by sharing best practices, lessons learned, and candidate market insights.
Collaborate closely with marketing and employer branding teams to craft role-specific job descriptions and recruitment campaigns that increase candidate conversion.
Participate in weekly pipeline reviews, sales calls, and strategic account planning sessions to align delivery with revenue and client satisfaction objectives.
Assist in vendor selection and relationship management for background screening, testing, and learning providers used in candidate assessment and onboarding.
Deliver training sessions on ATS usage, candidate engagement techniques, and compliance topics to new and existing recruiting staff.

Required Skills & Competencies

Hard Skills (Technical)

Expertise with Applicant Tracking Systems (ATS) and CRM platforms such as Bullhorn, iCIMS, Workday, or Salesforce for candidate and client management.
Proven ability to use sourcing tools and boolean search techniques on LinkedIn Recruiter, Indeed, ZipRecruiter, and niche job boards to find passive and active candidates.
Strong proficiency in Microsoft Office (Excel pivot tables, VLOOKUP, PowerPoint) to create dashboards, analyze KPIs, and build client-facing reports.
Experience with timekeeping and payroll systems (ADP, Paychex, Ceridian) and understanding of temporary payroll workflows, billing, and invoicing cycles.
Familiarity with background screening vendors, drug testing workflows, and compliance documentation (I-9, E-Verify).
Ability to interpret and act on recruiting metrics (time-to-fill, fill rate, submission-to-interview, retention) and translate them into actionable process improvements.
Competence in negotiating offers, setting bill rates, and modeling margin impacts to maintain profitability on placements.
Experience preparing scopes of work (SOWs), service level agreements (SLAs), and detailed candidate submittal documentation for client approval.
Knowledge of local, state, and federal employment laws and regulations affecting contingent workforce and contract placements.
Practical experience with candidate assessment tools and structured interview methodologies to ensure quality-of-hire and cultural fit.

Soft Skills

Excellent client-facing communication and relationship-building skills with a consultative sales mindset focused on long-term partnerships.
Strong leadership and coaching abilities to motivate and upskill recruiting teams and account coordinators.
High emotional intelligence and conflict-resolution skills to manage candidate and client issues with tact and professionalism.
Exceptional organizational and time-management skills to juggle multiple requisitions, client meetings, and operational tasks.
Results-driven orientation with the ability to prioritize activities that directly impact placements, revenue, and client satisfaction.
Resilience and adaptability to work effectively in a fast-paced, high-volume staffing environment with shifting client priorities.
Critical thinking and problem-solving skills to diagnose pipeline weaknesses and implement corrective actions quickly.
Attention to detail and commitment to compliance and documentation standards to mitigate risk for the business and clients.

Education & Experience

Educational Background

Minimum Education:

Bachelor's degree or equivalent experience in business, human resources, communications, or related field preferred; relevant staffing/recruiting experience may substitute for degree.

Preferred Education:

Bachelor's degree in Human Resources, Business Administration, Communications, or a related discipline; certifications in recruiting or HR (e.g., AIRS, SHRM-CP) a plus.

Relevant Fields of Study:

Human Resources
Business Administration
Communications
Psychology
Organizational Behavior

Experience Requirements

Typical Experience Range:

3–6+ years of progressively responsible staffing, recruiting, or account management experience; at least 1–2 years in a people-leadership or desk-lead role preferred.

Preferred:

Prior experience managing a high-volume administrative staffing desk, demonstrated track record of meeting placement and revenue targets, expertise with ATS platforms and staffing operations, and experience mentoring junior recruiters.