Lead Recruiter

Skilled Trades Recruiting Team LeadMost recruiting leadership roles are built around supervision and reporting.This one is built around results.Yellowstone Local helps plumbing, HVAC, electrical, and construction companies hire the people who keep their businesses running. When they cannot hire, jobs go unfilled, customers wait, and revenue stops.This role is for a proven recruiter who is ready to lead others, raise the standard, and take responsibility for recruiting performance across multiple clients.You will lead a team of recruiters, coach their performance, maintain visibility across their pipelines, and ensure the recruiting strategy produces qualified candidates and hires. You will still stay close enough to the work to diagnose problems, inspect quality, and step in when the team needs leadership.This is not a role for someone who wants to manage from a distance.The EnvironmentYellowstone Local is building a high-performance, high-accountability team.That does not mean creating unnecessary emergencies or measuring commitment by how late someone stays online. It means we set a high standard, communicate directly, move quickly, and take ownership of outcomes.We expect leaders to know what is happening inside their teams. When performance drops, they find the cause. When standards slip, they address it. When the strategy is not working, they bring evidence and recommend a better approach.We give capable people meaningful responsibility, direct access to leadership, room to make decisions, and the opportunity to grow as the company grows. In return, we expect strong judgment, disciplined execution, coachability, and a serious commitment to the client outcome.This is not a clock-watching environment. There will be demanding periods when a client problem, hiring need, or team issue requires additional attention. Leaders are expected to stay engaged until the situation is stabilized. We do not glorify hours for their own sake, but we do expect people to rise to the occasion when the work requires it.We operate like a high-performing team. Roles are clear. Feedback is direct. Results matter. Strong performers earn greater trust, responsibility, and opportunity.Your RoleYou will report directly to the Client Success Manager and work closely with them on client and job-level recruiting strategy.The Client Success Manager owns the overall account strategy, client relationship, and direction of the hiring engagement. Your job is to translate that direction into strong recruiting execution.You will ensure that recruiters:Understand the client’s hiring prioritiesExecute the agreed-upon recruiting strategyMaintain urgency across every active pipelineProperly evaluate candidates before submissionCommunicate important market and candidate insightsIdentify stalled pipelines and performance problems earlyAdjust their execution when the results show that something is not workingYou are not expected to blindly follow a strategy that is failing. Titles do not settle recruiting questions. Evidence, judgment, and results do.You should challenge weak assumptions, bring pipeline data to the conversation, and recommend changes when appropriate. Once the CSM and recruiting leadership agree on the direction, you are responsible for making sure the team executes it completely.The Standard You Will SetOur clients are skilled trades owners running real businesses. They do not need recruiters who simply post jobs, collect resumes, and provide activity updates.They need recruiters who understand the labor market, recognize qualified talent, create candidate interest, and move the hiring process forward with authority.Your team must instill confidence.That confidence is earned by understanding the client’s needs, knowing what is happening in the market, communicating clearly, and taking action before the client has to ask.The best leaders here anticipate problems. They do not wait until a client complains or a monthly report exposes a weak pipeline. They identify the problem early, determine what needs to change, and lead the team through the correction.You will be expected to hold recruiters accountable without avoiding difficult conversations. You must be able to distinguish between someone who needs coaching, someone who needs greater clarity, and someone who is unwilling or unable to meet the standard.The goal is not to pressure people for the sake of pressure. The goal is to build recruiters who are capable, confident, accountable, and consistently effective.What You Will OwnRecruiter leadership and developmentLead, coach, and develop a team of recruiters responsible for skilled trades hiring across multiple clients.Set clear expectations, inspect performance, provide direct feedback, and follow through until improvement occurs. Strong coaching here is practical and specific. You will not simply tell someone to improve. You will show them where the breakdown is, what must change, and how their progress will be measured.Recruiting performanceTake responsibility for the recruiting performance of your team.When hiring results slow down, diagnose the cause. Determine whether the breakdown involves sourcing volume, candidate quality, response time, screening judgment, job positioning, compensation, interview speed, follow-up, market conditions, or client execution.Do not allow weak performance to hide behind activity.Strategy executionTurn the CSM’s client and job-level strategy into clear recruiting priorities, actions, and standards.Ensure every recruiter understands:Which positions matter mostWhat a qualified candidate looks likeWhich recruiting channels and sourcing methods should be usedWhat is preventing the client from hiringWhat needs to happen nextWhat success looks likePipeline accountabilityMaintain visibility across the team’s recruiting pipelines.Identify stalled candidates, weak candidate flow, slow follow-up, poor conversion, and inconsistent pipeline management before those problems become client escalations.Ensure recruiters move candidates through the process with urgency and keep accurate information inside our systems.Candidate qualityProtect the quality of every candidate presented to a client.Recruiters must properly evaluate experience, qualifications, communication ability, motivation, compensation expectations, availability, and overall fit before making a submission.You will review quality, identify patterns, and coach recruiters when their evaluation standards are too weak or inconsistent.Team standardsCreate consistency across the recruiting team.Recruiting quality should not depend on which recruiter happens to own the job. Clients should receive the same level of judgment, urgency, communication, and execution from every member of the team.You will help turn strong individual recruiting practices into repeatable team standards.Cross-functional executionWork closely with Client Success, recruiting operations, sourcing, support, and leadership to remove hiring roadblocks and improve results.You are expected to communicate directly, surface problems early, and avoid allowing issues to bounce between departments without clear ownership.If a problem crosses team lines, you remain involved until the right owner is established and the next action is clear.How We WorkWe own outcomesWe do not say, “That is not my job,” when a client or candidate outcome is at risk. We find the right person, create clarity, and keep the issue moving.Ownership does not mean doing everyone else’s work. It means refusing to ignore a problem simply because it sits outside your immediate responsibility.We maintain high standardsGood intentions and high activity do not replace results.We expect accurate work, strong candidate judgment, disciplined follow-up, and clear communication. When something falls below the standard, we address it directly and correct it.We stay close to the detailsLeaders here do not manage only through reports.You should understand the condition of the pipelines, the performance of your recruiters, the obstacles affecting priority jobs, and the actions being taken to improve results.We use evidenceRecruiting decisions should be informed by pipeline data, candidate conversations, market conditions, and client feedback.You must be able to separate assumptions from facts and explain why you believe a recruiting approach should continue or change.We challenge and commitWe expect people to speak up when they disagree with a strategy or see a better path. Bring evidence, explain your reasoning, and have the conversation directly.Once the direction is decided, the team commits and executes without passive resistance or continued debate.We get betterHigh performers are coachable.You will receive direct feedback from leadership and the CSM. You are expected to evaluate it honestly, make adjustments, and continue improving your recruiting and leadership abilities.What Success Looks LikeYou are succeeding when:Recruiters understand their priorities and performance expectationsCandidate submissions consistently meet the quality standardPipeline problems are identified before clients escalate themRecruiters improve because of your coachingPriority candidates move through the process with urgencyThe CSM has confidence in the recruiting team’s executionRecruiting decisions are supported by data and sound judgmentClient hiring outcomes improveYou can explain exactly where performance is breaking down and what is being done about itYour team operates with increasing independence, consistency, and accountabilityWho This Role Is ForHas already demonstrated strong full-cycle recruiting abilityWants to be measured by outcomes, not activityTakes responsibility without waiting for permissionEnjoys coaching recruiters and raising performance standardsCan hold direct accountability conversationsStays calm and decisive when results are under pressureUnderstands recruiting funnels and conversion pointsCan balance data with sound recruiting judgmentCommunicates clearly and confidentlyIs highly organized in a remote environmentCan follow strategic direction while taking full ownership of executionWants greater responsibility and is prepared for the expectations that come with itTakes pride in being surrounded by people who care deeply about the quality of their workThis role is not for someone who:Wants a leadership title without owning team performanceAvoids uncomfortable conversationsWaits for someone else to identify or solve problemsConfuses activity with progressNeeds constant direction to determine what should happen nextPrefers managing reports over developing peopleWants to remain primarily an individual contributorBecomes defensive when receiving direct feedbackChecks out when the work becomes difficult or the team is under pressureTechnology ExpectationsOur work runs through systems.Slack, HubSpot, Recruitee, Google Workspace, and AI tools are part of daily operations. You must be comfortable using technology to monitor activity, maintain pipeline visibility, communicate with the team, inspect recruiting quality, and improve performance.Technology is not separate from the role. It is how the role is performed.Compensation and BenefitsCompensation$45,000 to $55,000 annually, depending on experience, recruiting expertise, and demonstrated leadership ability.BenefitsBlue Cross Blue Shield medical insurance with strong plan coverageFlexible PTO, typically 12 to 15 daysStandard company holidaysTwelve weeks of maternity leaveFully remote work environmentHow to ApplySubmit your resume and complete the screening process.Qualified applicants will be invited to interview with our leadership team. Be prepared to discuss specific recruiting outcomes you have produced, recruiters you have helped improve, difficult performance problems you have addressed, and how you diagnose a recruiting pipeline that is not producing hires.Three or more years of recruiting or talent acquisition experienceProven full-cycle recruiting experienceStrong understanding of sourcing, screening, candidate evaluation, pipeline management, and hiring funnelsExperience mentoring, coaching, or leading recruiters strongly preferredExcellent written and spoken EnglishStrong critical-thinking and problem-solving abilityAbility to analyze recruiting data and diagnose performance problemsAbility to lead a remote team and maintain accountabilityAbility to work closely with a CSM and execute established client and job-level strategyStrong organization and follow-through across multiple clients and openingsReliable internet connection with a backup plan for power or internet interruptionsStrongly PreferredExperience recruiting for skilled trades, construction, home services, or other blue-collar positionsExperience managing recruiting across multiple clients, locations, or job openingsExperience using HubSpot, Recruitee, Slack, and Google WorkspaceExperience using AI tools to improve recruiting execution and team productivityExperience using recruiting metrics and pipeline data to coach performanceExperience working inside a fast-moving, high-accountability companyYellowstone Local is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment regardless of race, color, religion, gender, gender identity, sexual orientation, national origin, genetics, disability, age, or veteran status. #green