The Recruitment Manager will lead the recruitment department, ensuring the supply of appropriately skilled and experienced agents to meet current and anticipated business headcount needs. This role involves managing a team of recruiters, developing strategies to attract high-quality candidates, mastering hiring systems and assessments, monitoring campaign requirements and achieving hiring targets within set timelines, proactively analyzing industry trends and internal data in order to create and execute strategies to meet operational goals

Key Responsibilities:

1. Recruitment Strategy and Planning
1. Develop, implement, and continuously improve the recruitment strategy.
2. Collaborate with leadership to understand hiring needs and align recruitment strategies to meet these demands.
3. Forecast staffing needs in collaboration with workforce management and operations to plan proactive recruitment strategies.
2. Team Leadership and Development
• Lead, coach, and develop a team of recruiters to achieve hiring targets and ensure high-performance standards.
• Establish recruitment KPIs and metrics, monitor team performance, and implement improvements.
• Foster a collaborative, efficient, and high-energy team environment focused on results and candidate experience.
3. Candidate Sourcing and Pipeline Development
• Develop innovative sourcing strategies and leverage various channels (social media, job boards, campus recruitment, employee referrals, etc.) to build a robust talent pipeline.
• Partner with external recruitment agencies and vendors as necessary to source high-quality candidates.
• Implement talent pooling and maintain a pipeline of potential candidates to fill future needs rapidly.
4. Candidate Screening and Selection
• Oversee and participate in the screening, interviewing, and assessment of candidates to ensure they meet role requirements and fit the company's culture.
• Design and implement an effective candidate assessment framework tailored for BPO roles.
• Ensure adherence to best practices in hiring, focusing on reducing time-to-hire and maintaining high standards of candidate quality.
5. Employer Branding and Candidate Experience
• Enhance employer branding initiatives to attract top talent, including crafting compelling job advertisements and participating in branding events.
• Engage in outreach activities, including career fairs, open houses, and community events, to build brand awareness and connect with potential talent.
6. Data Analysis and Reporting
• Track, analyze, and report on recruitment metrics such as time-to-fill, cost-per-hire, quality of hire, and candidate satisfaction.
• Utilize data to identify trends, improve processes, and inform decision-making.
• Report regularly to leadership on recruitment activities, challenges, and successes.
7. Compliance and Process Improvement
• Ensure compliance with all relevant employment laws, regulations, and company policies.
• Continuously review and optimize recruitment processes to enhance efficiency and candidate quality.
• Work closely with the HR team to ensure seamless onboarding and alignment with broader HR initiatives.