Who you are
- 8+ years of recruiting experience, including leading teams responsible for high-volume hourly hiring and salaried field leadership roles across geographically dispersed operations
- Building proactive recruiting strategies that deliver consistent talent pipelines across markets with different hiring needs and labor dynamics
- Implementing recruiting technology and automation that improve speed, capacity, and candidate experience
- Designing scalable processes with clear accountability and effective partnerships across Recruiting, People, and Operations
- Using recruiting funnel, workforce, and market data to anticipate gaps, diagnose problems, and drive measurable improvements
- Developing high-performing teams while balancing urgent staffing needs with longer-term improvements to how hiring gets done
What the job involves
- The Senior Manager, Field Recruiting will lead CLEAR’s field hiring strategy and team, delivering the hourly and salaried talent that powers our frontline operations. Partnering closely with Operations and People leaders, you’ll anticipate staffing needs, build consistently strong talent pipelines, and ensure candidates move efficiently from application to first day
- You’ll combine hands-on leadership, automation, and process improvement to build a recruiting operation that delivers speed, quality, and a great candidate experience at scale
- Lead CLEAR’s field recruiting strategy and team, aligning hiring priorities, recruiter capacity, and resources to staffing needs across locations
- Partner with Operations and People leaders to anticipate demand driven by turnover, seasonality, and growth, translating workforce plans into proactive hiring strategies
- Build and maintain talent pipelines for hourly frontline roles and salaried field leaders through local sourcing, referrals, community partnerships, and candidate reengagement
- Drive recruiting automation across candidate outreach, screening, scheduling, and follow-up to reduce manual work, accelerate hiring, and keep candidates engaged
- Establish clear, repeatable processes from application through start date, defining ownership, expectations, and handoffs across Recruiting, hiring managers, and onboarding partners
- Use funnel and staffing data to identify bottlenecks, improve conversion, and address hiring risks before they affect field operations
- Coach and develop a high-performing recruiting team, establishing accountability for hiring outcomes, operational discipline, and candidate experience
- How you'll measure success:
- Achievement of field hiring plans and staffing targets across locations
- Healthy talent pipelines, strong stage-to-stage conversion, and consistent candidate flow
- Faster time to fill and application-to-start timelines
- Quality of hire, early retention, offer acceptance, and start rates
- Improved recruiter productivity and reduced manual work through automation and process improvements
- Performance and development of the Field Recruiting team