Recruiting Manager

Overview

You manage a team of entry to junior-level recruiters at Betts who source candidates for sales, marketing, and customer success roles at tech companies. You're coaching recruiters on their sourcing pipelines, managing their client relationships, and making sure the team hits placement goals. You report to Juliet Goswell and work out of the Tribeca office 2 days per week.

Role Snapshot

Company Context

Stage: Mature/Established (founded ~2009, 15 years in business)

Size: 138 employees

Growth: Stable with high retention (4.5 year average tenure suggests they're not in hyper-growth chaos mode)

Market Position: Established player in tech GTM recruiting - they've built a large talent pool over 15 years and focus specifically on sales/marketing/CS roles

GTM Reality

Pipeline Sources:

• 40% Existing client relationships - tech companies Betts already works with coming back for more roles
• 30% Inbound leads - companies finding Betts through their brand/network in the tech recruiting space
• 30% Outbound - recruiters prospecting into tech companies hiring GTM roles

Team Structure: You manage entry to junior recruiters who are doing the sourcing and initial screening. Likely 4-6 direct reports based on typical recruiting team ratios.

Support: You have the Betts brand and 15 years of talent pool/database to work with, but your team is doing the heavy lifting of sourcing and filling roles.

Competitive Landscape

Main Competitors: Other recruiting agencies focused on tech sales (like Rainmakers, Hirewell, sales-focused divisions of larger staffing firms), in-house recruiting teams, and LinkedIn Recruiter self-sourcing

How They Differentiate: Deep specialization in GTM roles (not generalist recruiting), large existing talent pool built over 15 years, industry relationships in tech, offer multiple engagement models (search, RaaS, self-serve platform)

Common Objections: "We can recruit ourselves", "Your fees are too high", "We already work with another agency", "The market is too competitive right now"

Win Themes: Speed to fill, quality of candidates, understanding of GTM roles, access to passive candidates not actively looking

What You'll Actually Do

Time Breakdown

Team Management (40%) | Client Relationships (30%) | Pipeline Review (20%) | Admin/Hiring (10%)

Key Activities

• 1:1s and Coaching: You meet with each recruiter weekly to review their pipelines, talk through stuck searches, and coach them on sourcing strategies. You're helping them get better at qualifying candidates and managing hiring manager expectations.
• Pipeline Reviews: You review candidate slates before they go to clients, make sure quality is high enough, and push back when recruiters are sending subpar candidates just to hit activity metrics.
• Client Escalations: When a search is going sideways (candidate drops out, hiring manager keeps moving goalposts, placement at risk), you step in to manage the relationship and figure out how to save it.
• Performance Management: You track team metrics (submittals, interviews, placements, time-to-fill), have hard conversations when recruiters aren't hitting numbers, and work with underperformers on improvement plans.

The Honest Reality

What's Hard

• The recruiting market is extremely competitive for top sales talent - your team will struggle to fill roles when companies want "unicorn" candidates at below-market comp
• You inherit whatever mess your recruiters create - last-minute candidate drops, angry clients, poor candidate quality - and have to fix it
• Balancing speed vs quality is constant tension - clients want roles filled yesterday, but sending bad candidates damages relationships
• Entry-level recruiters have high turnover in this industry despite Betts' better-than-average retention, so you may be rebuilding parts of your team
• You're measured on team placements, but you don't control the candidate's decision to accept or the client's decision to make an offer

What Success Looks Like

• Your team consistently hits 8-12 placements per month with minimal fall-offs
• Clients request your team specifically for new roles because they trust your candidate quality
• Your recruiters are promoted or retained long-term (beating the industry average)
• You develop at least 2-3 recruiters who become top performers and can eventually manage their own teams

Who You're "Selling" To

Primary Buyers:

• Heads of Sales/CROs at Series A-C tech companies
• VP Talent/Recruiting leaders at tech companies
• Founders at early-stage companies building their first GTM team

What They Care About:

• Time-to-fill (they have open headcount and revenue targets to hit)
• Candidate quality (they've been burned by bad hires or agencies sending spray-and-pray candidates)
• Understanding of their specific product/market (not just generic sales recruiting)
• Competitive intelligence (what other companies are paying, what candidates are looking for)

Who You're Managing

Your Direct Reports:

• Entry to junior-level recruiters (0-3 years of recruiting experience)
• They're doing high-volume sourcing, screening calls, and candidate coordination
• Likely a mix of people who are great at recruiting and people who are just trying to hit activity metrics

What They Need From You:

• Help unsticking searches that have been open too long
• Coaching on how to sell candidates on roles and close them
• Air cover with difficult clients
• Career development and path to senior recruiter or management

Requirements

• 4-7+ years of recruiting experience (ideally in agency recruiting or high-volume tech recruiting)
• OR 2+ years managing recruiters or SDRs (they're open to sales management background because the skills translate)
• Experience with GTM/SaaS roles preferred (you need to understand what makes a good sales hire)
• Process-driven and metrics-focused (you'll live in spreadsheets tracking team performance)
• Comfortable with 2 days/week in NYC office in Tribeca
• Ability to coach and develop junior talent (not just manage metrics)