Who you are
- You have 8+ years of full-cycle recruiting experience, including significant experience hiring for sales or go-to-market teams
- You have 2+ years of experience managing recruiters, including setting goals, giving direct feedback, and managing performance. Experience leading a team through a period of rapid growth is a strong plus
- You’ve recruited in both high-volume and consultative settings, and know how to adjust your approach for each
- You’re fluent in recruiting data. You understand funnel math, track metrics closely, and use them to make decisions, coach your team, and inform stakeholders
- You can turn an ambitious hiring target into a realistic plan, and you raise concerns early when a plan is at risk
- You build strong, trusted relationships with senior business leaders, including when you need to push back or reset expectations
- You write and speak clearly and concisely. You keep stakeholders updated without being asked and follow through on commitments
- You bring structure to ambiguity and build processes that produce consistent results at scale
- You’re energized by a fast-paced environment with high expectations, changing priorities, and a lot of growth ahead
What the job involves
- As Headway continues to scale, we're looking for a Manager, Business Recruiting to oversee the growth of our revenue functions
- In this role, you’ll lead a team of 7 recruiters and own hiring across our entire revenue organization, including Provider Sales, Care Partnerships, Revenue Operations, and Enablement
- The work ranges from high-volume sales hiring to targeted consultative searches for partnerships, operations, and enablement roles
- As we continue to plan for record growth across these teams, you’ll be the person who turns that plan into a hiring engine that delivers
- This is a full-time leadership role focused on building a running a high-performing revenue recruiting team, serving as the strategic recruiting partner to revenue leadership and designing the plans, processes and operating rythm that lets us hire at scale while maintaining a high bar
- Lead, develop, and retain a team of 7 recruiters supporting both high-volume and longer-cycle revenue hiring. Set clear goals, run a consistent weekly operating rhythm, and give regular, direct feedback that helps each person grow
- Own the hiring strategy for the revenue org. Translate business and revenue targets into hiring plans, forecast team capacity, and adjust quickly as volume and priorities shift
- Serve as the primary recruiting partner to revenue leadership. Provide regular updates, flag risks early, push back when needed, and use data to guide decisions about headcount, timing, and process
- Manage the team against clear metrics. Use funnel and performance data to coach recruiters, spot bottlenecks, and improve hiring speed, quality, and efficiency
- Tailor recruiting strategy to each function, from high-throughput sales pipelines to targeted searches for partnership, RevOps, and Enablement roles
- Build for scale. Design and improve the processes, tools, and structure the team needs to support growth, including req allocation models, interview standards, and hiring manager calibration
- Oversee day-to-day team operations, including req assignments, interview consistency, and ATS data hygiene
- Partner with Recruiting leadership on headcount planning, team structure, and resourcing as the revenue org grows