Recruitment Manager

RemoteLegalStaff exists because there are incredibly talented legal professionals all over the world who've never had a shot at the U.S. legal market. We place and fully manage remote legal staff for U.S. law firms, hiring from Latin America, the Philippines, South Africa, and beyond. We're growing fast, and we don't just place people and disappear. We train them, manage them, go to bat for them, and help them build real careers. Our external recruiting team is the engine behind all of it, and you'll own that engine. This isn't a role where you set direction from a distance and hope the team executes; every candidate who reaches a client reflects the standard you've built with your team. When it works, you join the mission of placing someone on the other side of the world who lands an opportunity that changes their trajectory, twelve times over, through every recruiter you lead. Are you interested in becoming part of this amazing team? Click apply! About the role As Recruitment Manager, you'll lead our external recruiting team — the specialists in legal talent recruitment across LATAM, the Philippines, and South Africa. You are taking charge of a team that's strong on volume but has lost ground on quality. Assessment failures have been growing faster than applications, and speed gains haven't been translating into filled placements. Your first job isn't to add more process between interview and decision — it's to figure out why that gap exists and close it, starting with making sure the person who interviews a candidate is accountable for whether that candidate is actually right for a client, not just whether they cleared a step. This is a hands-on leadership role: you'll set the standard for how we screen and assess candidates, hold your team to it, and scale a recruiting function defined by depth — where every candidate who reaches a client has been genuinely understood, not just processed. You'll be both a player and a coach: close enough to the work to sit in on interviews, audit screening decisions, and know exactly what good looks like; strategic enough to build the staffing plans, KPIs, and processes that keep a team of recruiters aligned across timezones. What you'll do Lead, coach, and develop the recruiting team, setting clear expectations and helping each person grow. Own the full-cycle recruitment process across roles: from intake and screening through profiling and clean, deliberate handoff to client placement advisors. Sit in on live interviews, audit screening decisions, and correct execution directly, staying close enough to the work to know what good looks like. Own the recruiting team's close rate and assessment pass-rate integrity as personal metrics — not just track them, but be accountable for why they move, and act before a slow quarter becomes a trend. Diagnose the tradeoff between speed and quality directly — when pipeline volume is up but placements aren't following, find out whether it's a screening problem, a client-fit problem, or a handoff problem, and fix the right one. Personally close the gap between who interviews a candidate and who decides they're a fit for a client — screening and profiling are not separate, disconnected steps; the recruiter closest to the candidate owns the call, with you auditing the judgment behind it. Partner with client placement advisors and leadership to forecast staffing needs, prioritize open roles, and build capacity plans. Define, track, and enforce the recruiting team's KPIs and metrics, and use them to keep the team aligned, fast, and focused without sacrificing quality. Keep the team aligned, fast, and consistent: running cadenced reviews, removing bottlenecks, and balancing speed against the quality bar so neither slips. Run regular calibration sessions to keep screening standards consistent across the team, and address underperformance on a clear timeline rather than letting it drift. Build and refine screening frameworks and staffing workflows suited to cross-border legal placement. Constantly improve how we recruit, championing better tools, calibration practices, and profiling rigor as the team scales. Champion an excellent candidate experience and a strong, consistent employer brand at every touchpoint. Report on team performance, screening quality, and pipeline health to the CEO, translating findings into clear, actionable recommendations. , What we're looking for 3+ years managing recruitment teams in a remote setting, with a demonstrated track record of leading and developing recruiters. Proven experience recruiting across LATAM, the Philippines, and/or South Africa for placement: this is a must. Hands-on experience managing recruiters through an ATS, with a habit of auditing and improving the screening processes and rubrics built around it. Strong command of quality-focused recruiting metrics: pass-rate integrity, screening consistency, and time-to-fill, and how to use them to protect depth without letting the pipeline stall. Demonstrated ability to hold a team to a high evaluative bar under pipeline pressure, and to catch issues before they become a client problem. Has personally turned around a declining conversion or quality metric in a recruiting function — not just maintained one that was already healthy. Has operated where screening and final placement decisions were split across different people or teams, and has direct experience fixing that. Experience building or improving screening frameworks, interview rigor, and profiling workflows, ideally in a cross-border or high-compliance staffing context. Excellent communication and stakeholder-management skills, including the ability to have direct, difficult accountability conversations across a distributed, global team. You default to acting on incomplete information rather than waiting for certainty — and you can point to a specific time that instinct paid off, and one where it didn't. A data-driven, organized, and proactive approach to leading and prioritizing work. What success looks like Within your first 90 days, you'll have a clear, evidence-based read on whether our screening quality gates are actually enforced or just exist on paper — and you'll have already acted on what you found, not just diagnosed it. You'll have assessed the team's performance and evaluated the strategy. You'll have a working staffing plan across active hiring tracks. And you'll have built enough trust with the team and with leadership that people come to you with problems before they become client issues, not after. What we offer Fully remote position with a flexible work schedule 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 How to apply? Hit Apply , and you'll be redirected to our application form. Follow all instructions carefully! How our hiring process works: We are a fully remote company, and our hiring process reflects that. The first stages are completely asynchronous: no surprise calls, no scheduling pressure. You will complete a short written application and, if selected, move through an async assessment at your own pace. Candidates who advance through the initial stages will then be invited to schedule a live interview. We communicate clearly at every step and respect your time throughout !