Recruiting Manager, G&A and Exec

(Senior) Recruiting Manager, G&A and Exec

The “Talent Team” leads the full-cycle of all things related to candidate recruiting and onboarding, recruiting operations, learning and development, and internal mobility at FBN℠. Reporting into the Senior Director, Global Talent, the G&A and Exec Recruiting Manager has two overarching responsibilities:

1. Define and execute the high level recruiting strategy, manage senior stakeholder relationships, and lead a team of recruiters supporting FBN’s G&A functions
2. Personally lead requisitions for senior leadership roles

The successful leader is a player coach, who is an expert in all aspects of recruiting workflows. They are a savvy communicator, stakeholder manager, and coach, who distinguishes the difference between an average and great recruiting function (and an average and great candidate). The manager will quickly assess current recruiting activities within G&A functions to ensure that FBN is able to acquire top talent as quickly, equitably, and efficiently as possible – all in support of achieving FBN’s aggressive business goals. This individual must have a versatile skill set that ranges from negotiator and candidate closer to business partner to servant leader.

FBN is growing rapidly, expanding our global footprint, and striving for operational excellence across all functions – which includes doubling down on our recruiting efforts. As such, this leader will need to collaborate and build trust on the recruiting team and within the business from day one. Success in this role will require a significant amount of self-motivation, operating with a high sense of urgency, flexibility, creative problem solving, and coordination across stakeholder groups.

Responsibilities:

Responsibilities for the G&A and Exec Recruiting Manager include, but are not limited to:

• Lead a team of recruiters to achieve projected hiring goals to support the business
  • Set and measure individual and team goals and objectives (qualitative and quantitative) on a recurring basis
  • Hire an additional G&A recruiter into an open headcount
• Carry a moderate requisition load (leadership and high visibility positions)
• Manage workload across the team, ensuring that each G&A function and stakeholder in the business is appropriately supported
  • Adapt departmental plans and priorities to address resource and operational challenges
  • Reassess and, if needed, build a business case to restaff or restructure as the organization grows
• Assess, measure, and report (and revamp where needed) on recruiting stage conversion rates
• Create and foster a team culture that builds high touch relationships with active and passive candidates, as well as hiring managers
• Provide compassionate and candid team leadership; feedback is readily shared, and help and coaching is always offered
• Effectively work cross-functionally to ensure strong alignment on goals and priorities with key partners, both on the People team and in the business
  • Develop a strong, collaborative relationship with the other recruiting managers to evaluate, co-create, and deploy best practices
• Ensure a world class candidate experience for all candidates, at every stage in the hiring process
• Focus on increasing the level of diversity in candidate pipelines and new hires
• Facilitate training sessions with recruiters and leaders as it pertains to sourcing, interviewing, profile identification, process workflow, etc.
• Ensure that the recruiting process is fast, efficient, and human at all stages, revising process when needed
  • Solicit formal and informal feedback to assess our performance
• Develop ideas to pivot messaging, job descriptions, or any external facing content/events to help impact our ability to acquire talent
• Build market mapping to quickly identify sources of top G&A talent that meet the needs of FBN’s scaling functions
  • Stay on top of the latest recruiting strategies, market movements, and company changes
• Cultivate and nurture a culture of true partnership and shared accountability between the recruiting function and the business / hiring managers
  • Act as an advisor to leaders on all things recruiting, with the intention of increasing leadership capacity and upleveling the talent bar across the organization
• Evaluate talent coming through M&A targets and build a strategy for successful integration and potential reevaluation or redeployment of talent (if/when needed)
• Engage in talent mapping of new markets to understand available talent; build market entry recruiting strategies in partnership with management

Requirements

• BA/BS degree
• 10+ years of career experience, with 4+ years in full lifecycle recruiting
  • Experience recruiting across multiple functions
  • Strong general business acumen
• Experience managing at least one direct report
• Experience leading executive-level searches
• Expert understanding of recruiting workflow and optimal interview practices
• Excellent offer presentation and candidate closing skills
• Successful track record working with cross functional business leaders to gain approvals on proposals and recommendations
• Strongly Preferred:
  • Experience working with/in a global organization
  • Startup Experience; quickly building / scaling a team over a short timeframe
• FBN Competencies where excellence is required:
  • Effective Communication – Speaks and writes clearly, articulately, and in a timely fashion, without being overly verbose. Influences others, while simultaneously seeking to understand others’ viewpoints with active listening. Ensures stakeholders are always ‘in the loop.’
    • Exceptional stakeholder management and relationship building skills
    • Quickly builds trust by truly understanding the people and businesses they support
    • Connects relevant parties to build and maintain recruiting momentum
    • Frequent, pointed communication
  • Accountability – Holds self and others accountable for actions and outcomes. Follows through on commitments, appropriately shares or protects information, and demonstrates consistency in words and actions. Makes fiscal decisions, considering direct and/or opportunity costs, that err on the conservative side of resource spending. Swiftly identifies, communicates, and seeks to mitigate performance gaps, and identifies personal and professional opportunities to learn and improve.
    • Truly owns recruiting outcomes with the same passion as hiring managers
    • Advocates for arriving at ‘optimal’ decisions; appropriately balances accommodation with pushing back when necessary
    • Sets aggressive, but achievable goals with recruiters, and helps the team plan how to get there; measures outcomes accordingly
  • Organization & Planning – Purposeful in determining what, when and how work is done. Focuses on key priorities and deprioritizes the rest. Efficiently plans, organizes and schedules in order to focus energy and efforts to achieve a specific outcome.
    • Thoughtfully prioritizes, coordinates,0and deploys resources
    • Ensures alignment and organization across all stakeholders; everything is planful, and everyone is aligned with the plan
    • Thrives in a fast paced environment, where able to successfully juggle competing priorities

The following represents FBN’s reasonable estimate of the US national average base salary range of possible compensation for this role based on market data and placement of internal employees: $130,000 – $160,000. 

This salary range may vary based on geography and variations in cost of labor. Beyond the above or adjusted to market salary range, FBN also offers all full-time employees competitive equity compensation, health and wellness benefits, and various perks.