Recruiting Operations Manager

Concordia Wireless, is a privately held full-service engineering and telecom infrastructure construction firm experiencing rapid growth across the country. Clients consider us the ‘best choice’ for their design and installation services needs. We are one of the few Engineering Firms in the Country that designs and builds its own creations in the wireless sector. We support Fortune 500 clients such as T-Mobile, Verizon, and AT&T.
We are seeking a bi-lingual (English/Spanish speaking) Recruiting Operations Manager to develop and optimize the recruiting function. The role partners closely with firm owners, the Controller, HR, hiring managers, and recruiters to improve recruiting effectiveness. The ideal candidate combines strong operational leadership, analytical capabilities, project management expertise, and a deep understanding of recruiting processes and technology.
In this role, you will not carry open requisitions but focus on managing and enhancing recruiting operations, including oversight of 3 recruiters. This is a very hands-on role with tools including JobVite, TestDome, and Microsoft Excel and Word.
This is an in-office position in Carol Stream, IL.
Pay Range: $85,000 - $100,000 plus annual bonus
Factors, such as but not limited to, geographical location, relevant experience, education, and skill level may impact the pay for this position
Benefits:
401K – with company match up to 6%
Healthcare: Medical, Dental, Vision
Company paid life insurance
Short- and long-term disability benefits
Vacation pay and sick pay
Minimum of 10 paid holidays
1 floating holiday per year
Endless opportunities for growth!
The Recruiting Operations Manager is responsible for managing and optimizing the operational infrastructure that supports the organization's recruiting and hiring activities. This role ensures accurate requisition tracking, effective recruiting processes, reliable reporting and analytics, consistent hiring documentation, and alignment between recruiting teams and hiring managers. This role oversees recruiting operations, recruiting metrics and performance against key performance indicators (KPIs), maintains applicant tracking system workflows, develops hiring tools and resources, and facilitates communication across Talent Acquisition, hiring managers, Human Resources, Procurement, and other stakeholders.
Key Responsibilities
1. Recruiting Operations and Requisition Management
Manage a team of 3 recruiters.
Maintain and manage the organization's open requisition list, ensuring accurate and up-to-date information on requisition status, hiring priorities, ownership, and progress.
Update the firm's organizational structure in Canva as new requisitions are opened, ensuring organizational information reflects current hiring needs and planned positions.
Coordinate the opening, tracking, updating, and closing of requisitions in collaboration with recruiters and hiring managers.
Monitor recruiting activity and identify bottlenecks, delays, and opportunities to improve the efficiency of the hiring process.
Establish and maintain standardized recruiting workflows, documentation, and operating procedures.
Ensure recruiting records, job information, and hiring documentation are complete, consistent, and accurately maintained.
2. Recruiting Metrics and Reporting,
Produce weekly recruiting metrics and reports from JobVite to provide visibility into recruiting activity, requisition status, pipeline progress, and hiring performance.
Develop and weekly PowerPoint status presentations for use in meetings with hiring managers, highlighting open requisitions, candidate pipeline activity, progress against hiring timelines, outstanding decisions, and potential obstacles.
Manage recruiter performance tracking against established KPIs
Monitor key recruiting metrics, including time-to-fill, time-to-hire, requisition aging, candidate pipeline conversion, interview activity, offer acceptance rates, and recruiter productivity, as applicable.
Lead daily recruiting status meetings to review open positions, candidate activity, priorities, hiring manager feedback, and next steps.
Identify trends, performance gaps, and process inefficiencies, recommending corrective actions and continuous improvement initiatives.
Maintain consistent reporting standards and data integrity across recruiting dashboards, presentations, and management reports.
3. Applicant Tracking System and Recruiting Technology Administration
Maintain and update JobVite forms, fields, templates, and recruiting workflows to support evolving business requirements.
Create, update, and maintain recruiting templates, screening documents, candidate assessments, and other standardized hiring materials.
Create, upload and maintain assessment content in TestDome, ensuring assessments are appropriately organized and available for use in the candidate evaluation process.
Partner with recruiters and hiring managers to identify opportunities to improve the usability, consistency, and effectiveness of recruiting systems and tools.
4. Job Descriptions and Compensation Research
Develop new job descriptions and update existing descriptions to reflect role responsibilities, required qualifications, experience, and organizational needs.
Partner with hiring managers to clarify position requirements and translate business needs into clear, consistent job descriptions.
Research appropriate compensation ranges using available market data, comparable roles, industry benchmarks, and other relevant sources.
Ensure job descriptions and related recruiting materials are consistent with company standards and applicable employment requirements.
Maintain a library of approved job descriptions and related position documentation.
5. Hiring Documentation and Offer Administration