Director of Recruiting

Recruiting Director Job Description and Agency Brief

Location:

Dallas, TX

Reports to:

COO

Direct Reports:

Recruiting Coordinator (with expectation to scale team over time)

COMPANY OVERVIEW

HumCap’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 SUMMARY

We 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 RESPONSIBILITIES

Talent Strategy \& Workforce Planning

• Partner 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 requirements
• Define success profiles for key roles, especially sales positions, based on actual performance drivers
• Develop and evolve sourcing strategies across multiple channels (inbound, outbound, campus, referrals, agencies)

Recruiting Operations \& Delivery

• Own end-to-end recruiting performance across all roles, ensuring consistent, high-quality execution of full-cycle hiring
• Design and continuously improve recruiting workflows, from sourcing through onboarding
• Identify and eliminate bottlenecks in the hiring process to improve speed and candidate experience
• Step in directly as needed to perform recruiting activities
• Ensure consistent, high-quality candidate evaluation and decision-making across the organization

Systems, Tools \& Infrastructure

• Own the recruiting tech stack (ATS, CRM, sourcing tools) and ensure it is configured to support scale and visibility
• Build and optimize systems for pipeline tracking, candidate engagement, and reporting
• Introduce automation and process improvements to increase efficiency and reduce manual work
• Establish clear, consistent workflows and ensure adoption across hiring teams

Hiring Manager Enablement \& Accountability

• Partner with hiring managers to define role requirements, interview processes, and decision criteria
• Train and coach hiring managers on effective interviewing and candidate evaluation
• Drive consistency and discipline in hiring practices across the organization
• Establish shared accountability for hiring outcomes (speed, quality, and retention)

Vendor \& Channel Management

• Manage and optimize relationships with external recruiting partners, including agencies and university programs
• Evaluate sourcing channel performance and allocate resources based on effectiveness
• Build a diversified and resilient talent pipeline strategy to reduce over-reliance on any single channel

Metrics, Reporting \& Continuous Improvement

• Define and track key recruiting metrics, including:
• Time-to-fill (by role type)
• Funnel conversion rates
• Offer acceptance rates
• Source effectiveness and cost per hire
• Early indicators of quality of hire
• Use data to continuously refine sourcing strategies, processes, and hiring decisions
• Provide clear, actionable reporting to leadership on hiring performance and risks

Team Leadership \& Development

• Lead, develop, and scale the recruiting function, including internal team members and external partners
• Define roles, responsibilities, and hiring plans for the recruiting team as the company grows
• Foster a culture of accountability, ownership, and continuous improvement within the recruiting function

QUALIFICATIONS

• 7–10\+ years of experience in full-cycle recruiting, with a strong track record in high-growth environments
• Proven experience building or significantly improving recruiting systems, processes, and outcomes
• Experience hiring for sales roles (inside sales, early-career, or commission-based environments strongly preferred)
• Experience managing recruiters, coordinators, or external recruiting partners
• Strong analytical mindset; ability to build and interpret recruiting funnels, metrics, and capacity models
• Demonstrated ability to influence hiring managers and drive process discipline
• Excellent communication and stakeholder management skills

WHAT WE OFFER

• Competitive compensation package, including base salary, performance-based bonus, and benefits
• High-impact role with direct visibility to executive leadership
• Opportunity to build and shape a critical function in a growing company
• Clear path to scale a team and expand scope as the business grows

RECRUITER BRIEF

Overall

We’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 goals
• Design and optimize recruiting processes and systems
• Manage full-cycle hiring performance across roles
• Own recruiting metrics (funnel, time-to-fill, quality indicators)
• Lead internal recruiting resources and external partners
• Improve hiring manager effectiveness and accountability

What Success Looks Like

• Strong, consistent pipeline across key roles
• Faster hiring without sacrificing quality
• Clear recruiting metrics and visibility
• Better hiring decisions and performance outcomes
• Less dependence on external agencies

What We Actually Need

We are not looking for a traditional recruiter. We need someone who can:

• Build repeatable, scalable hiring processes
• Create consistent pipeline for sales and support roles
• Improve speed

and

quality of hiring

• Bring structure, metrics, and accountability to recruiting
• Reduce reliance on agencies over time

Must-Have Profile

• 7–10\+ years recruiting experience
• Experience in high-growth, high-volume hiring environments
• Strong track record of building or improving recruiting systems/processes
• Experience hiring sales roles (inside sales strongly preferred)
• Has managed either:
• Direct reports (recruiters/coordinators), or
• External recruiting partners/agencies
• Comfortable 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 Traits

• Builder 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 accountability
• Comfortable and effective engaging at all levels of the organization, from prospective candidates to executive leadership
• Scrappy and resourceful (not dependent on agencies)