Recruitment Director

Job not on LinkedIn

🔥 7 hours ago

🌐 South Africa, Argentina, +3 more countries – Remote

🇿🇦 South Africa – Remote 🇦🇷 Argentina – Remote 🇵🇭 Philippines – Remote 🇲🇽 Mexico – Remote 🇨🇴 Colombia – Remote

⏰ Full Time

🔴 Lead

🎯 Recruiter

👻 Ghost score 13%

What it means: how likely this posting is sitting open without active hiring.How to read it: 60% or higher means we think this is a ghost. Lower scores are less of a worry.How we score it: age, reposts, open roles vs team size, how fast jobs close, and whether pay is listed.Fine print: an estimate from public data, not a judgment of the company. Real jobs can score high, so treat it as a hint, not a fact.

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Remote Legal Staff

WebsiteLinkedInAll Job Openings

11 - 50 employees

⚖️ Legal

🎯 Recruiter

🤝 B2B

Legal • Recruitment • B2B

Remote Legal Staff is a staffing firm that sources and places remote legal professionals (such as paralegals, legal assistants, document reviewers, and other support staff) for law firms and corporate legal departments. The company focuses on remote/virtual staffing and recruiting, helping legal organizations fill ongoing or project-based roles.

📋 Description

• Own the strategy and long-term capacity of the external recruiting function • Determine candidate sources, quality standards, function structure, funding, and connections to sales, placement, client success, and data • Set direction and hold the recruiting function to company-level outcomes • Build the annual recruiting plan from the sales forecast, including candidate volume by role type and month, channel mix, and spend • Own the quality bar with client success, using 90- and 180-day outcome data to revise screening and endorsement standards at least quarterly • Decide organizational structure, spans of control, specialist sourcing roles, and capacity changes • Own the recruiting budget, channel ROI, tooling, and vendor and agency contracts • Work with sales leadership to align account executive commitments with realistic recruiting capacity • Own feedback loops connecting retention and escalation data to recruiting standards and close-rate data to sourcing priorities • Develop the Recruiting Manager into an independent operator and build the succession bench • Report to the Director of Operations monthly on function health and quarterly on strategy • Complete a 30-day transfer and review of the recruiting plan, channel spend, and standards • By day 60, revise the annual recruiting plan and budget against the sales forecast and set pool strategy by role type and market • By day 90, lead the first quarterly standards review and establish a development plan and succession bench for the Recruiting Manager

🎯 Requirements

• 12+ years of progressive experience in recruitment or talent acquisition • At least 8 years in a senior leadership role owning strategy, budget, and headcount for a recruitment function • Proven track record building and scaling recruitment functions at volume • Experience making org design decisions around unit structure, spans of control, and specialist sourcing capacity • Experience owning a recruitment budget and vendor/agency contracts, including channel spend decisions and ROI evaluation • Experience setting KPI frameworks and targets for a recruitment function • Experience partnering directly with sales or business development leadership to align pipeline capacity with what the organization sells • Prior leadership experience in a staffing agency, outsourcing firm, shared services environment, BPO recruiting function, or comparable high-volume, fast-paced recruiting environment is strongly preferred • Experience hiring or managing talent across LATAM, the Philippines, or South Africa is a plus • Excellent, native-level or near-native English communication skills, written and verbal • Strong analytical skills and comfort using outcome data such as cost-per-hire, retention, and close-rate • Sound business judgment on vendor and tooling investment • Strong negotiation ability on budget and structural decisions

🏖️ Benefits

• 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