Director of Recruiting

Recruiting Director Job Description and Agency BriefLocation: Dallas, TXReports to: COODirect Reports: Recruiting Coordinator (with expectation to scale team over time)COMPANY OVERVIEWHumCap's client is a fast-growing home services business with two dynamic business lines across concierge utilities/home services sales and personal lines insurance. They are in a critical phase of growth where their ability to consistently hire high-performing talent"”especially in sales roles"”will directly determine their success.POSITION SUMMARYWe are seeking a Recruiting Director to build and lead a high-performance talent acquisition function that directly drives company growth.This role will own the strategy, systems, and execution required to consistently attract, assess, and hire high-performing talent at scale"”primarily across inside sales, early-career pipelines, and select leadership roles.This is not a traditional recruiting role. This is an opportunity to build a scalable hiring engine: designing the processes, tools, and talent pipelines that fuel a high-growth sales organization. The ideal candidate brings both strategic leadership and operational rigor, with a track record of improving hiring quality, speed, and consistency in fast-paced environments.KEY RESPONSIBILITIESTalent Strategy & Workforce PlanningPartner with executive leadership to translate business goals into clear hiring plans (headcount, timing, role prioritization)Build and manage recruiting capacity models, including funnel conversion assumptions and pipeline requirementsDefine success profiles for key roles, especially sales positions, based on actual performance driversDevelop and evolve sourcing strategies across multiple channels (inbound, outbound, campus, referrals, agencies)Recruiting Operations & DeliveryOwn end-to-end recruiting performance across all roles, ensuring consistent, high-quality execution of full-cycle hiringDesign and continuously improve recruiting workflows, from sourcing through onboardingIdentify and eliminate bottlenecks in the hiring process to improve speed and candidate experienceStep in directly as needed to perform recruiting activitiesEnsure consistent, high-quality candidate evaluation and decision-making across the organizationSystems, Tools & InfrastructureOwn the recruiting tech stack (ATS, CRM, sourcing tools) and ensure it is configured to support scale and visibilityBuild and optimize systems for pipeline tracking, candidate engagement, and reportingIntroduce automation and process improvements to increase efficiency and reduce manual workEstablish clear, consistent workflows and ensure adoption across hiring teamsHiring Manager Enablement & AccountabilityPartner with hiring managers to define role requirements, interview processes, and decision criteriaTrain and coach hiring managers on effective interviewing and candidate evaluationDrive consistency and discipline in hiring practices across the organizationEstablish shared accountability for hiring outcomes (speed, quality, and retention)Vendor & Channel ManagementManage and optimize relationships with external recruiting partners, including agencies and university programsEvaluate sourcing channel performance and allocate resources based on effectivenessBuild a diversified and resilient talent pipeline strategy to reduce over-reliance on any single channelMetrics, Reporting & Continuous ImprovementDefine and track key recruiting metrics, including:Time-to-fill (by role type)Funnel conversion ratesOffer acceptance ratesSource effectiveness and cost per hireEarly indicators of quality of hireUse data to continuously refine sourcing strategies, processes, and hiring decisionsProvide clear, actionable reporting to leadership on hiring performance and risksTeam Leadership & DevelopmentLead, develop, and scale the recruiting function, including internal team members and external partnersDefine roles, responsibilities, and hiring plans for the recruiting team as the company growsFoster a culture of accountability, ownership, and continuous improvement within the recruiting functionQUALIFICATIONS7-10+ years of experience in full-cycle recruiting, with a strong track record in high-growth environmentsProven experience building or significantly improving recruiting systems, processes, and outcomesExperience hiring for sales roles (inside sales, early-career, or commission-based environments strongly preferred)Experience managing recruiters, coordinators, or external recruiting partnersStrong analytical mindset; ability to build and interpret recruiting funnels, metrics, and capacity modelsDemonstrated ability to influence hiring managers and drive process disciplineExcellent communication and stakeholder management skillsWHAT WE OFFERCompetitive compensation package, including base salary, performance-based bonus, and benefitsHigh-impact role with direct visibility to executive leadershipOpportunity to build and shape a critical function in a growing companyClear path to scale a team and expand scope as the business growsRECRUITER BRIEFOverallWe're hiring a Recruiting Director to build and run a scalable hiring engine that fuels growth across HumCap's client's two business lines. This person will own strategy, systems, and execution for recruiting"”primarily focused on high-volume sales hiring, early-career pipelines, and occasional leadership roles. This is a builder role, not a maintenance role.Key Responsibilities (High-Level)Build and own recruiting strategy tied to growth goalsDesign and optimize recruiting processes and systemsManage full-cycle hiring performance across rolesOwn recruiting metrics (funnel, time-to-fill, quality indicators)Lead internal recruiting resources and external partnersImprove hiring manager effectiveness and accountabilityWhat Success Looks LikeStrong, consistent pipeline across key rolesFaster hiring without sacrificing qualityClear recruiting metrics and visibilityBetter hiring decisions and performance outcomesLess dependence on external agenciesWhat We Actually NeedWe are not looking for a traditional recruiter. We need someone who can:Build repeatable, scalable hiring processesCreate consistent pipeline for sales and support rolesImprove speed and quality of hiringBring structure, metrics, and accountability to recruitingReduce reliance on agencies over timeMust-Have Profile7-10+ years recruiting experienceExperience in high-growth, high-volume hiring environmentsStrong track record of building or improving recruiting systems/processesExperience hiring sales roles (inside sales strongly preferred)Has managed either:Direct reports (recruiters/coordinators), orExternal recruiting partners/agenciesComfortable with data-driven recruiting (funnels, conversion rates, metrics)Willing to be in-office 5 days a week (some hybrid flexibility possible but not guaranteed; this is an in-office culture)Core TraitsBuilder mentality (has created systems, not just operated them)Operationally strong (thinks in funnels, metrics, process)High ownership (drives outcomes, not just activity)Able to push hiring managers and create accountabilityComfortable and effective engaging at all levels of the organization, from prospective candidates to executive leadershipScrappy and resourceful (not dependent on agencies)

Created: 2026-05-08