Recruitment Manager

🕒 Julho 28

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Remote Legal Staff

SiteLinkedInTodas as Vagas

11 - 50 funcionários

⚖️ Jurídico

🎯 Recrutamento

🤝 B2B

Legal • Recruitment • B2B

Remote Legal Staff é uma empresa de recrutamento que seleciona e coloca profissionais jurídicos remotos (como paralegais, assistentes jurídicos, revisores de documentos e outros funcionários de apoio) para escritórios de advocacia e departamentos jurídicos corporativos. A empresa foca no recrutamento e seleção de pessoal remoto/virtual, ajudando organizações jurídicas a ocuparem cargos permanentes ou baseados em projetos.

Descrição

• Lead, coach, and develop the recruiting team, setting clear expectations and helping each person grow. • Own the full-cycle recruitment process across roles: from intake and screening through profiling and clean, deliberate handoff to client placement advisors. • Sit in on live interviews, audit screening decisions, and correct execution directly, staying close enough to the work to know what good looks like. • Own the recruiting team's close rate and assessment pass-rate integrity as personal metrics — not just track them, but be accountable for why they move, and act before a slow quarter becomes a trend. • Diagnose the tradeoff between speed and quality directly — when pipeline volume is up but placements aren't following, find out whether it's a screening problem, a client-fit problem, or a handoff problem, and fix the right one. • Personally close the gap between who interviews a candidate and who decides they're a fit for a client — screening and profiling are not separate, disconnected steps; the recruiter closest to the candidate owns the call, with you auditing the judgment behind it. • Partner with client placement advisors and leadership to forecast staffing needs, prioritize open roles, and build capacity plans. • Define, track, and enforce the recruiting team's KPIs and metrics, and use them to keep the team aligned, fast, and focused without sacrificing quality. • Keep the team aligned, fast, and consistent: running cadenced reviews, removing bottlenecks, and balancing speed against the quality bar so neither slips. • Run regular calibration sessions to keep screening standards consistent across the team, and address underperformance on a clear timeline rather than letting it drift. • Build and refine screening frameworks and staffing workflows suited to cross-border legal placement. • Constantly improve how we recruit, championing better tools, calibration practices, and profiling rigor as the team scales. • Champion an excellent candidate experience and a strong, consistent employer brand at every touchpoint. • Report on team performance, screening quality, and pipeline health to the CEO, translating findings into clear, actionable recommendations.

🎯 Requisitos

• 3+ years managing recruitment teams in a remote setting, with a demonstrated track record of leading and developing recruiters. • Proven experience recruiting across LATAM, the Philippines, and/or South Africa for placement: this is a must. • Hands-on experience managing recruiters through an ATS, with a habit of auditing and improving the screening processes and rubrics built around it. • Strong command of quality-focused recruiting metrics: pass-rate integrity, screening consistency, and time-to-fill, and how to use them to protect depth without letting the pipeline stall. • Demonstrated ability to hold a team to a high evaluative bar under pipeline pressure, and to catch issues before they become a client problem. • Has personally turned around a declining conversion or quality metric in a recruiting function — not just maintained one that was already healthy. • Has operated where screening and final placement decisions were split across different people or teams, and has direct experience fixing that. • Experience building or improving screening frameworks, interview rigor, and profiling workflows, ideally in a cross-border or high-compliance staffing context. • Excellent communication and stakeholder-management skills, including the ability to have direct, difficult accountability conversations across a distributed, global team. • You default to acting on incomplete information rather than waiting for certainty — and you can point to a specific time that instinct paid off, and one where it didn't. • A data-driven, organized, and proactive approach to leading and prioritizing work.

🏖️ Benefícios

• Fully remote position with a flexible work schedule • Competitive base salary • Annual performance bonus • Anniversary loyalty bonuses • Company-sponsored health insurance • Generous PTO that increases with tenure (up to 30 days per year) • Birthday PTO day • 7 U.S. paid holidays • 5 paid sick days per year • Bereavement leave • Additional unpaid personal leave available • Home office stipend for equipment and workspace upgrades • Computer replacement stipend • Monthly internet allowance (increases with tenure) • Professional development and training programs • Education support for high performers • A collaborative, supportive team culture where people are genuinely invested in each other's success • A fast-moving environment where your work has real visibility and direct impact • Clear path to growth: we promote from within and reward people who perform