Recruitment Services Manager

Goodwill Greater New York and Northern New Jersey (GWNYNJ) believes that the power of work and sustainable fashion is how we unlock the good in our communities. For over 100 years, we have helped people get jobs, stay employed, and progress in careers across New York and Northern New Jersey. We believe that diversity drives innovation and strengthens our workplace. We are committed to fostering our inclusive environment where all employees feel valued, respected, and empowered to contribute fully. We welcome applicants of all backgrounds, identities, experiences, and abilities. POSITION SUMMARY The Recruitment Services Manager (RSM) is responsible for leading and overseeing all recruitment operations within the Workforce1 Career Center. The RSM provides strategic direction, leadership, coaching, and accountability for the Recruitment Account Manager (RAM) team and is responsible for ensuring the successful execution of recruitment strategies that result in quality referrals, interviews, hires, validations, employer fulfillment, and customer satisfaction. The RSM serves as the subject matter expert for recruitment operations and workforce development hiring strategies. This role is highly analytical and data-driven, requiring the ability to leverage data to gain insights, identify trends, understand recruitment funnel performance, improve conversion ratios, develop recruitment strategies, and make informed business decisions that improve hiring outcomes and operational performance. The RSM is responsible for building and developing a high-performing recruitment team, driving continuous improvement, ensuring compliance with contractual requirements, and serving as a key member of the center leadership team. The position requires an individual who can think strategically, solve complex workforce challenges, develop innovative solutions, manage competing priorities, and effectively lead a high-volume, performance-driven recruitment operation. ESSENTIAL DUTIES AND RESPONSIBILITIES Leadership and Team Management • Directly supervise, coach, mentor, and develop Recruitment Account Managers and recruitment staff. • Establish clear performance expectations, accountability measures, and professional development plans. • Conduct regular coaching sessions, performance evaluations, and performance improvement initiatives. • Foster a culture of excellence, innovation, accountability, collaboration, and continuous improvement. • Identify training needs and implement staff development strategies to improve team performance. • Lead recruitment team meetings and strategic planning sessions. • Develop succession plans and leadership capacity within the recruitment team. • Ensure staff are effectively utilizing recruitment best practices, systems, tools, and resources. • Promote collaboration between recruitment, business services, operations, and career services teams. Recruitment Strategy and Operations • Develop and execute center-wide recruitment strategies to meet employer hiring demands and contractual goals. • Design and implement innovative sourcing and recruitment initiatives. • Develop creative and out-of-the-box solutions to address hiring challenges and hard-to-fill positions. • Monitor recruitment pipelines to ensure sufficient candidate flow across all industries and sectors. • Develop recruitment campaigns for high-volume and priority hiring initiatives. • Establish standardized recruitment processes and quality assurance measures. • Continuously evaluate recruitment effectiveness and recommend process improvements. • Collaborate with internal and external stakeholders to develop recruitment solutions that support workforce development goals. • Ensure recruitment resources are strategically allocated to maximize hiring outcomes. Recruitment Performance Optimization • Assess, monitor, and manage referral-to-hire ratios across recruiters, employers, industries, recruitment campaigns, and hiring events. • Analyze and improve conversion ratios throughout the recruitment and hiring funnel. • Develop and implement strategies to improve referral-to-interview, interview-to-hire, hire-to-validation, and overall referral-to-hire conversion rates. • Analyze recruitment funnel and hiring funnel performance to identify points of candidate and employer attrition. • Monitor and assess candidate drop-off rates throughout the recruitment lifecycle, including sourcing, screening, referral, interview, offer, hire, onboarding, and validation stages. • Identify root causes contributing to candidate and employer drop-off and develop targeted strategies to improve conversion rates. • Evaluate recruiter performance utilizing referral-to-hire ratios, conversion metrics, fill rates, show rates, validation rates, and other key performance indicators. • Develop and implement strategies to improve referral quality, candidate engagement, interview attendance, hiring outcomes, validation rates, and employer fulfillment. • Assess and manage employer fill rates to ensure hiring needs are met within established timeframes. • Monitor candidate show rates and interview attendance trends to identify barriers impacting hiring outcomes. • Evaluate the effectiveness of sourcing strategies, recruitment campaigns, hiring events, and recruiter activities to maximize return on investment. • Establish performance benchmarks and corrective action plans to address underperforming recruitment activities. • Utilize workforce intelligence, labor market trends, and operational data to drive continuous improvement. • Forecast recruitment performance and proactively identify operational risks impacting hiring outcomes. • Present data-driven recommendations to leadership regarding recruitment strategy, staffing needs, operational improvements, and performance management initiatives. • Continuously evaluate recruitment processes and implement improvements designed to maximize hiring success and operational effectiveness. Data Analytics and Performance Management • Analyze recruitment data and performance metrics to identify trends, opportunities, risks, and areas for improvement. • Utilize data insights to make informed operational and strategic decisions. • Develop and implement corrective action plans based on performance analysis. • Monitor and analyze key performance indicators including: Referrals, Interviews, Hires, Validations, Referral-to-Hire Ratios, Referral-to-Interview Ratios, Interview-to-Hire Ratios, Candidate Show Rates, Hiring Event Show Rates, Employer Fill Rates, Job Order Fill Rates, Employer Conversion Rates, Recruiter Productivity, Time-to-Fill, Event Performance, Candidate Pipeline Health, and Candidate Retention Trends. • Create and maintain dashboards, scorecards, forecasting models, and management reports. • Analyze recruitment funnel performance from sourcing through validation. • Monitor stage-by-stage conversion rates and identify areas where candidate flow is being disrupted. • Forecast recruitment needs and staffing requirements based on historical performance, labor market conditions, and employer demand. • Present data-driven recommendations and operational insights to leadership and stakeholders. • Ensure recruitment decisions are guided by performance data and measurable outcomes. Employer Fulfillment and Workforce Development • Partner with the Business Services team to develop recruitment strategies that support employer hiring needs. • Ensure employer hiring goals are met through effective sourcing, screening, referral, and follow-up practices. • Develop customized recruitment plans for priority employers and high-volume hiring initiatives. • Monitor employer satisfaction and hiring outcomes. • Collaborate with community organizations, training providers, educational institutions, and workforce partners to expand recruitment pipelines. • Support employer retention efforts through effective candidate matching and fulfillment strategies. • Ensure recruitment activities ali