Recruitment Manager – Senior & Lateral Hiring

Recruitment Manager – Senior & Lateral Hiring
Company: Gratitude Inc.
Location: Metro Manila / Remote, Philippines
Employment Type: Full-time
Level: Mid-management
Salary: PHP 50,000–60,000/month or as approved
Reports To
Philippine General Manager / President or designated local executive
Direct Reports
Recruiters and CV Reviewers assigned to senior and lateral hiring
Primary Market
Philippines
Core Hiring Scope
Senior, lateral, professional, specialist, multilingual and leadership roles
Systems
MyGlit / ATS, client portals, approved sourcing platforms and internal trackers
Role Purpose
Lead senior, lateral and professional recruitment delivery in the Philippines. Recruiters and CV Reviewers assigned to this portfolio report to the Recruitment Manager. The role is accountable for team output, candidate quality, speed, client delivery and measurable closures.
Core Responsibilities1. Recruitment Delivery Ownership
Own end-to-end delivery for assigned senior and lateral requirements from intake and sourcing strategy through endorsement, interview, selection, joining and billing handoff.
Translate each client requirement into clear recruiter instructions, must-have criteria, sourcing channels, screening questions and target timelines.
Ensure every active requirement is assigned, actively worked and visible in MyGlit/ATS with an accountable recruiter and reviewer.
Prioritize urgent, high-value and hard-to-fill requirements and reallocate team capacity when delivery is at risk.
2. Recruiter and Reviewer Management
Directly manage, coach and review the performance of recruiters and CV Reviewers assigned to the portfolio.
Set daily, weekly and monthly output standards; review pipeline, candidate quality, follow-ups, pending feedback and closures.
Conduct structured performance reviews, identify gaps early and document coaching and corrective actions.
Ensure CV Reviewers complete quality checks promptly and reject unsuitable, duplicate, incomplete or non-compliant profiles before client endorsement.
Develop team capability in senior sourcing, Boolean/search strategy, candidate assessment, client communication and closing candidates through notice period and joining.
3. Senior and Lateral Sourcing Strategy
Build targeted sourcing plans for IT, finance, HR, operations, shared services, leadership, multilingual and other specialist requirements.
Use job platforms, LinkedIn, referrals, databases, lateral links, recruiter networks, direct search and approved digital channels.
Create reusable talent pools for recurring and hard-to-fill roles and monitor aging pipelines.
Use MyGlit matching, questionnaires and AI review outputs as decision support while ensuring human recruiter/reviewer accountability for final endorsement quality.
4. Candidate Quality and Conversion
Improve CV-to-JD fit before endorsement and reduce preventable client rejections caused by basic mismatch, incomplete information, duplicate submission or poor screening.
Track conversion from endorsement to interview, interview to selection, selection to joining and joining to billable outcome where applicable.
Ensure candidate availability, compensation, work location, notice period, shift requirements and other critical qualifiers are validated before endorsement.
Drive timely candidate follow-up through interview, offer, pre-employment and joining stages to reduce dropouts.
5. Client and Stakeholder Management
Maintain professional communication with client recruitment teams and internal account owners regarding priorities, pipeline, blockers and aging feedback.
Escalate unclear requirements, repeated feedback delays, market constraints and delivery risks promptly with evidence and proposed actions.
Prepare concise weekly delivery reports covering open roles, recruiter productivity, reviewer turnaround, endorsements, interviews, selections, joiners and blockers.
Protect client relationships by maintaining submission quality, response discipline and accurate commitments.
6. Data, Controls and Commercial Discipline
Maintain accurate MyGlit/ATS records for every active candidate and requirement; undocumented work is not treated as completed work.
Monitor client ownership, source, duplicate risk, submission date, feedback, selection, joining and billing-relevant data.
Support profitable recruitment delivery by focusing team effort on roles with realistic closure potential and by protecting valid candidate ownership.
Follow company confidentiality, data privacy, information security and client-specific compliance requirements.
Required Experience and Skills
Around 6–10+ years in recruitment or talent acquisition, including strong experience in senior/lateral or professional hiring in the Philippines.
Demonstrated experience managing recruiters, sourcers and/or CV Reviewers with measurable team targets.
Strong capability in sourcing strategy, CV assessment, client requirement interpretation, candidate closing and recruitment analytics.
Comfortable handling multiple clients and specialized roles simultaneously in a fast-moving environment.
Strong written and spoken English, stakeholder management, spreadsheet/ATS discipline and remote-team leadership.
Commercial awareness: understands the connection between quality submissions, client conversion, joiners, billing and account growth.
Success Measures
Active-role coverage and speed to first qualified slate.
Recruiter and reviewer productivity against communicated standards.
Valid endorsements, interview attendance and conversion quality.
Selections, joiners and billable closures against the approved monthly recruitment plan.
MyGlit/ATS accuracy, reviewer turnaround time and low preventable rejection/rework.
Client service quality, escalation control and timely management reporting.

Work arrangement
Yes