Recruitment Operations Manager

Recruitment Operations Manager (PH-Based, 100% Remote)

We're a US-based virtual assistant staffing company placing global professionals into long-term roles with US businesses and franchise networks. We've grown fast and built remote-first from day one.

Talent delivery is our engine — the quality of who we place is what makes clients stay or churn. Right now that engine needs a real driver.

The honest version of this role

This is a turnaround seat, not a maintenance seat. You're inheriting a team with clear top performers, clear underperformers, and job orders that have sat too long. The systems exist — scorecards, SOPs, outreach templates. What's missing is discipline, accountability, and leadership.

If you want to babysit a stable function, this is the wrong role. If you want to take a team with potential and make it perform, keep reading.

What you'll own

• A PH-based team of 10–20 recruiters and sourcers
• The full funnel: sourcing → screening → submission → placement → 90-day retention
• The recruitment SOP, scoring rubrics, and outreach playbooks — keep what works, fix or kill what doesn't
• Performance management: 1:1s, scorecards, coaching, and the hard calls when the numbers demand it
• Tight calibration with Sales, CSM, and Operations so what we sell matches what we can actually recruit and deliver
• Weekly reporting directly to the CEO on time-to-fill, cost per placement, 90-day retention, and deposit-to-active conversion

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You're judged on moving those numbers. Not effort. Not intentions.

Your authority

• Full performance-management authority over the recruiting team, including hire/fire calls
• Veto power on job orders we can't realistically fill at current rates — if Sales sells what we can't deliver, you flag it and we fix the input
• Player-coach for the first 60–90 days: you'll personally run a few key reqs while rebuilding the system, not direct from the sidelines

Minimum qualifications

• 5+ years in talent placement, 3+ managing a remote team of 6+
• Experience placing global talent into US-based companies (not just BPOs)
• A specific track record of inheriting an underperforming team and turning it around, with metrics to prove it
• You think in funnels, conversion rates, and rubrics — not just "great candidates"
• You have hard conversations on time, not late
• Spoken English strong enough to push back on a US founder, not just take instructions

Do not apply if

• You've only run small in-house TA teams, never agency or volume placement
• You need finished dashboards handed to you instead of building your own
• You avoid firing decisions or drag them out for months
• Your idea of recruiting leadership is reporting activity, not moving numbers

Compensation

• PHP 200K/month base, depending on experience — top-of-market for PH recruitment leadership
• Performance bonus tied to placement quality and 90-day retention (full structure shared at offer)
• Equity consideration for building something durable
• Fully remote, PH-based; core overlap with US business hours

Culture: direct feedback, data-first, low-drama. We don't say "Po" or "Sir."

We're moving fast — first conversations within days of a qualified application.