Director of Recruiting Performance and Development.

Position Summary
The Director of Recruiting Performance and Development is responsible for establishing, implementing, and reinforcing APA's recruiting methods and performance standards. This individual will take the recruiting, sales, and communication principles APA adopts through outside consulting and training partners and convert them into practical, repeatable processes for the recruiting team.
This is a hands-on leadership role combining training, coaching, process implementation, and performance accountability. The Director will work directly with recruiters through call observation, role-playing, individual coaching, skills assessments, and structured development plans. Success will be measured by consistent adoption of APA's recruiting processes and measurable improvement in recruiter activity, candidate quality, submissions, starts, retention, and overall production.
Role Purpose
The purpose of this position is to ensure that training becomes the way APA recruits every day. The Director will not simply present training material. The Director will establish the approved methods as operating standards, observe whether those methods are being used, coach recruiters toward consistent execution, and identify when a performance issue requires additional training or management action.
Key Responsibilities
Learn and master the recruiting, sales, communication, and performance methodologies APA adopts through approved consulting or training partners.
Translate outside training concepts into documented APA standards, playbooks, scripts, qualification procedures, workflows, coaching guides, and practical tools.
Establish and maintain a structured recruiter development program for new and experienced recruiters.
Lead instructor-led training, workshops, call reviews, role-playing exercises, live coaching, and individual development sessions.
Coach recruiters in candidate qualification, active listening, effective questioning, commitment verification, objection handling, negotiation, closing, and relationship management.
Evaluate whether recruiters can consistently apply the required process in actual candidate conversations, rather than measuring success only by training attendance.
Create initial certification requirements that recruiters must demonstrate before working independently and maintain continuing proficiency standards for experienced recruiters.
Develop and oversee structured 30-day, 60-day, and 90-day development plans for new recruiters.
Maintain an ongoing training and reinforcement schedule for the entire recruiting team.
Use call observations, system activity, scorecards, production metrics, candidate outcomes, and manager feedback to identify individual and team skill gaps.
Develop focused coaching and improvement plans for recruiters who are not demonstrating required skills or following established processes.
Provide direct, timely, and constructive feedback and confirm that corrective coaching results in sustained behavior change.
Continuously improve APA's recruiting training materials and processes based on business needs, client expectations, market conditions, and recruiter results.
Report training progress, process-adoption concerns, development needs, and performance trends to executive leadership.
Recommend when further coaching is appropriate and when a continuing performance problem is no longer primarily a training issue.
Leadership and Working Relationships
The Director of Recruiting Performance and Development owns APA's recruiting methodology, training system, skills-development standards, and process-adoption requirements. The Recruiting Manager retains responsibility for day-to-day recruiting operations, work assignments, candidate decisions, production management, and direct supervision of the recruiting team.
The Director will work closely with the Recruiting Manager and executive leadership to align training priorities with APA's production goals, reinforce established expectations, and ensure that coaching and management actions support the same operating standards.
Performance Measures
Consistent use of APA's approved recruiting and candidate-qualification process.
Improvement in recruiter call quality, candidate engagement, objection handling, and commitment verification.
Progress in recruiter activity, qualified submissions, starts, retention, and overall production.
Completion of new-hire development plans and required skills certifications.
Documented improvement following individual coaching or performance-development plans.
Quality, consistency, and continued use of APA's recruiting playbooks, training materials, and coaching tools.
Timely identification and communication of team-wide or individual performance gaps.
Required Qualifications
Demonstrated success leading, training, or developing recruiters in staffing, talent acquisition, or a comparable high-volume, telephone-based sales environment.
Experience implementing and reinforcing a defined recruiting or sales methodology across a team.
A record of producing measurable improvement in the performance of employees personally coached or developed.
Strong command of candidate qualification, needs discovery, active listening, objection handling, negotiation, closing, and commitment verification.
Ability to establish clear standards, address resistance directly, and hold employees accountable for applying established processes.
Experience developing playbooks, scripts, training programs, scorecards, skills certifications, and individual improvement plans.
Strong facilitation, presentation, communication, and relationship-management skills.
Ability to evaluate performance data, diagnose skill gaps, and build practical development plans.
Strong organizational, project-management, and follow-through skills.
Comfort using applicant tracking systems, CRM platforms, call-recording tools, and performance-reporting systems.
Preferred Qualifications
Experience in the temporary staffing industry, particularly skilled-trade, technical, industrial, or aviation staffing.
Experience partnering with outside consulting or training organizations and implementing their methodology within an operating team.
Previous responsibility for both recruiter development and measurable production outcomes.
Bachelor's degree in business, organizational development, human resources, training and development, or a related field. Equivalent relevant experience will also be considered.
Leadership Profile
The successful candidate will be a credible, engaged leader who is comfortable working directly with recruiters, demonstrating the expected approach, and providing candid feedback. This person must combine patience in developing people with the judgment and resolve to insist on consistent execution. The role requires someone who believes that training is successful only when employees apply what they have learned and their performance improves.

Work arrangement
Yes