Manager, Business Recruiting

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