Director of Recruiting

Role overview

The Director of Recruitment is part of Peregrine Team's senior leadership group and is responsible for steering the organization’s end-to-end recruiting function. This position shapes recruiting strategy, designs workflows and processes, tracks team performance, studies market trends, and builds a scalable recruiting structure that can expand with the business.

The role involves guiding and developing the recruiting team by setting clear expectations, reviewing metrics, and coaching recruiters to deliver consistent, high-quality outcomes. It also establishes the operating model, standards, and development framework needed for the team to perform effectively at scale.

In addition, the Director ensures the recruiting function continuously supports clients by maintaining strong talent pipelines, high service standards, and compliance with hiring requirements. Working closely with the Business Development team, this leader helps convert client workforce needs into qualified talent and stays available for important client discussions and escalations.

Recruiting leadership and strategy

• Create and implement recruiting plans that support the company’s growth goals and client staffing demand.
• Oversee recruiting operations across all staffing markets served by the organization.
• Set and track recruiting KPIs such as placements, fill rates, time-to-fill, candidate submissions, interviews, and retention.
• Review recruiting patterns, labor market conditions, and workforce data to find growth opportunities, improve processes, and support business decisions.
• Forecast hiring requirements and develop recruitment plans that can scale as part of the leadership team.
• Build connections with experienced professionals across target markets to strengthen the long-term talent network.
• Lead continuous improvement efforts that increase recruiting productivity and operational efficiency.

Team leadership and development

• Manage, mentor, and grow the recruiting team, including managers, recruiters, coordinators, and sourcing specialists.
• Recruit, onboard, and train new team members while owning performance management, coaching, and career development.
• Define goals, expectations, and accountability standards for the team.
• Run regular coaching discussions, performance reviews, and development planning sessions.
• Develop and maintain training materials, best practices, and standard operating procedures for recruiters.
• Promote a collaborative culture that values results, accountability, and strong service delivery.

Client partnership and workforce solutions

• Work with the Business Development team to understand workforce needs, hiring challenges, and staffing forecasts for clients.
• Advise Business Development on labor market conditions, compensation trends, and talent availability.
• Partner on client retention and account growth initiatives.
• Join key client meetings, workforce planning conversations, and escalation discussions when required.
• Ensure the recruiting team consistently delivers strong candidates and meets agreed service expectations.

Recruitment operations

• Manage the full recruitment cycle, from job intake through onboarding coordination.
• Build sourcing plans using job boards, referrals, networking, social platforms, databases, and direct outreach.
• Maintain talent pipelines for high-volume roles and positions that are harder to fill.
• Deliver a professional candidate experience through clear communication and timely follow-up.
• Track candidate satisfaction and identify opportunities to improve the hiring journey.
• Monitor recruiter workload and resource distribution to improve efficiency.
• Introduce recruiting tools and sourcing approaches that improve results.
• Support Business Development with proposals, new client launches, and staffing program rollouts.

Compliance and risk management

• Make sure recruiting practices follow federal, state, and local employment laws.
• Maintain compliance with EEO guidelines and affirmative action requirements where applicable.
• Coordinate with HR on onboarding, background checks, employment eligibility verification, and employment paperwork.
• Ensure recruiting follows client-specific hiring rules and staffing agreements.
• Keep recruiting records accurate in Bullhorn and related systems.

Behavioral competencies

• Turn labor market and business data into practical recruiting strategy and scalable team plans.
• Build, coach, and hold a recruiting team accountable to clear performance standards.
• Understand staffing economics, fill-rate and revenue drivers, and the impact of recruiting choices on client outcomes.
• Work closely with Business Development to deliver talent that aligns with client expectations.
• Communicate expectations, performance, and market insights clearly across teams and leadership.
• Take ownership of recruiting results and address problems quickly and directly.
• Handle shifting priorities and changing client demands in a fast-paced environment.

Qualifications

A bachelor’s degree in Human Resources, Business Administration, Communications, or a related discipline is preferred. An equivalent mix of education and staffing industry experience may also be considered.

Applicants should have at least 7 years of staffing agency recruiting experience and 3 years of leadership experience managing recruiters or recruiting teams. The role also calls for a track record of success recruiting across multiple industries and job types, experience in high-volume staffing environments, client-facing workforce planning exposure, and measurable achievement against placement and revenue targets.

Preferred background includes leading recruiting across multiple staffing markets, experience with Bullhorn or similar ATS/CRM systems, familiarity with contingent workforce management and staffing operations, and experience supporting multi-state recruiting functions.

Knowledge, skills, and abilities

• Strong knowledge of staffing industry recruiting practices.
• Proven leadership and team development capability.
• Ability to juggle multiple priorities and deadlines in a demanding environment.
• Strong client relationship management and consultative communication skills.
• Advanced sourcing and talent acquisition expertise.
• Solid analytical and reporting skills.
• Strong negotiation and closing ability.
• Comfort using Bullhorn, Microsoft Office, and other recruiting tools.
• Ability to influence and collaborate across all levels of the organization.
• Professional written and verbal English communication skills.