Head of Recruitment
Nxt Level, Nashville, TN, United States
Direct message the job poster from Nxt Level
CEO at Nxt Level - Dream Big, Hire Right, Change Lives. Head of Recruitment – RPO (Recruiting-as-a-Service)
Division:
Nxt Level — RPO & Embedded Talent
Location:
Remote (USA) with occasional travel •
Type:
Full‑time
Compensation:
Competitive base + tiered performance bonus + profit share/equity upside
Summary
Nxt Level is launching a
Recruiting‑as‑a‑Service (RaaS) / RPO
arm and we’re hiring the Head of RPO to build it from zero to scale. You’ll have our tooling, brand, and back‑office support; your mandate is to design the offering, win logos, deliver outcomes, and grow a high‑performing team serving
Seed, Series A/B, and scaling organizations .
What You’ll Build & Lead
Practice Design & P&L:
Define services (project RPO, embedded squads, surge hiring, recruiter pods, sourcing‑as‑a‑service), pricing models (retainer, hourly, per‑hire, container), commercial terms, capacity planning, and margin targets.
GTM & Revenue:
Create ICPs, offers, and proposals; run enterprise and venture‑backed sales motions; convert trials to multi‑quarter programs; expand accounts.
Delivery Engine:
Stand up playbooks for intake, scorecards, pipelines, SLAs, DEI sourcing, interview calibration, and close plans; standardize reporting and QBRs.
Talent Infrastructure:
Select and instrument ATS/CRM, engagement tooling, programmatic/job ads, data enrichment, assessments, and analytics dashboards.
People Leadership:
Hire, coach, and manage pods of recruiters, sourcers, and coordinators; implement enablement, QA, and career ladders.
Founder/Exec Advisory:
Workforce planning, org design, compensation bands, leveling frameworks, headcount forecasts, and hiring operating cadence.
Quality & Compliance:
Ensure confidentiality, data privacy, EEO/OFCCP considerations, and consistent candidate experience.
Common Client Problems You’ll Solve
Seed:
stand up hiring foundations (ATS, careers page, offer templates, comp bands), close first 10–20 key hires fast.
Series A:
scale without chaos—manager enablement, structured interviews, recruiter capacity models, TA ops metrics.
Series B & Scaling:
multi‑track hiring plans, international expansion, employer brand, leadership hiring, and bar‑raising processes.
Day‑to‑Day Responsibilities
Run discovery, define role scorecards, and set hiring plans by quarter.
Build mapped pipelines and deliver slates; drive calibration and interview rigor.
Coach hiring managers; eliminate friction in scheduling, feedback, and decisions.
Negotiate offers; de‑risk resignations and counter‑offers; improve acceptance rates.
Manage team utilization, cost per hire, and margin; forecast demand and capacity.
30/60/90 Day Plan 0–30 Days
Finalize service catalog, pricing, SOW templates, and SLA matrix.
Implement core stack (ATS/CRM, sourcing, analytics); publish baseline dashboards.
31–60 Days
Hit first closes; reduce time‑to‑slate to target; launch manager training.
Create reusable assets: interview guides, calibration rubrics, offer playbooks, DEI sourcing kits.
Hire/contract initial recruiter pod(s); introduce QA and peer review.
61–90 Days
Convert 2+ clients to multi‑quarter retainers; expand 50% of active accounts.
Publish the RPO Quarterly: hiring benchmarks, market comp, channel performance.
Lock the 12‑month hiring/capacity plan and margin model.
Ideal Background
8–12+ years
in recruiting/Talent Acquisition with
significant RPO or embedded TA leadership
experience.
Built or scaled a recruiting program in venture‑backed environments (Seed–Series B and beyond).
Demonstrated origination + delivery: has won new business and run complex programs to successful outcomes.
Fluency in TA ops and analytics: funnel math, channel ROI, capacity models, SLAs, and QBR storytelling.
Comfortable advising founders/execs on org design, compensation, leveling, and bar‑raising hiring practices.
Known for building high‑trust relationships, crisp communication, and closing talent.
Nice to Have
Multi‑market or international hiring experience; employer branding playbooks.
Experience with technical and go‑to‑market hiring across growth stages.
Exposure to HR foundations (handbooks, policy baselines, performance cycles) and how TA integrates with People Ops.
How We Support You (Backed by Nxt Level)
Infrastructure:
ATS/CRM, sourcing automation, enrichment, analytics, content/brand, legal/finance, and RevOps support.
Recruiting Engine:
Shared sourcers/coordinators and proven research workflows.
Pipeline Access:
Warm intros from our portfolio and venture/growth network.
Enablement:
Templates, training budget, and marketing to amplify your GTM.
Traits That Win Here
Owner’s mindset
with P&L accountability.
Systems thinker
who productizes playbooks and measures everything.
Operator‑closer
who loves both building and getting offers signed.
Servant leader
who uplevels hiring managers and recruiters alike.
Compensation & Upside
Tiered performance bonus
tied to revenue, margin, and NPS
Profit share/equity
linked to practice growth
Benefits + budget for tools, events, and certifications
Nxt Level is an equal opportunity employer.
We celebrate diversity and are committed to an inclusive environment for our team, clients, and candidates.
Seniority level
Executive
Employment type
Full‑time
Job function
Human Resources and Sales
Industries
Staffing and Recruiting
#J-18808-Ljbffr
CEO at Nxt Level - Dream Big, Hire Right, Change Lives. Head of Recruitment – RPO (Recruiting-as-a-Service)
Division:
Nxt Level — RPO & Embedded Talent
Location:
Remote (USA) with occasional travel •
Type:
Full‑time
Compensation:
Competitive base + tiered performance bonus + profit share/equity upside
Summary
Nxt Level is launching a
Recruiting‑as‑a‑Service (RaaS) / RPO
arm and we’re hiring the Head of RPO to build it from zero to scale. You’ll have our tooling, brand, and back‑office support; your mandate is to design the offering, win logos, deliver outcomes, and grow a high‑performing team serving
Seed, Series A/B, and scaling organizations .
What You’ll Build & Lead
Practice Design & P&L:
Define services (project RPO, embedded squads, surge hiring, recruiter pods, sourcing‑as‑a‑service), pricing models (retainer, hourly, per‑hire, container), commercial terms, capacity planning, and margin targets.
GTM & Revenue:
Create ICPs, offers, and proposals; run enterprise and venture‑backed sales motions; convert trials to multi‑quarter programs; expand accounts.
Delivery Engine:
Stand up playbooks for intake, scorecards, pipelines, SLAs, DEI sourcing, interview calibration, and close plans; standardize reporting and QBRs.
Talent Infrastructure:
Select and instrument ATS/CRM, engagement tooling, programmatic/job ads, data enrichment, assessments, and analytics dashboards.
People Leadership:
Hire, coach, and manage pods of recruiters, sourcers, and coordinators; implement enablement, QA, and career ladders.
Founder/Exec Advisory:
Workforce planning, org design, compensation bands, leveling frameworks, headcount forecasts, and hiring operating cadence.
Quality & Compliance:
Ensure confidentiality, data privacy, EEO/OFCCP considerations, and consistent candidate experience.
Common Client Problems You’ll Solve
Seed:
stand up hiring foundations (ATS, careers page, offer templates, comp bands), close first 10–20 key hires fast.
Series A:
scale without chaos—manager enablement, structured interviews, recruiter capacity models, TA ops metrics.
Series B & Scaling:
multi‑track hiring plans, international expansion, employer brand, leadership hiring, and bar‑raising processes.
Day‑to‑Day Responsibilities
Run discovery, define role scorecards, and set hiring plans by quarter.
Build mapped pipelines and deliver slates; drive calibration and interview rigor.
Coach hiring managers; eliminate friction in scheduling, feedback, and decisions.
Negotiate offers; de‑risk resignations and counter‑offers; improve acceptance rates.
Manage team utilization, cost per hire, and margin; forecast demand and capacity.
30/60/90 Day Plan 0–30 Days
Finalize service catalog, pricing, SOW templates, and SLA matrix.
Implement core stack (ATS/CRM, sourcing, analytics); publish baseline dashboards.
31–60 Days
Hit first closes; reduce time‑to‑slate to target; launch manager training.
Create reusable assets: interview guides, calibration rubrics, offer playbooks, DEI sourcing kits.
Hire/contract initial recruiter pod(s); introduce QA and peer review.
61–90 Days
Convert 2+ clients to multi‑quarter retainers; expand 50% of active accounts.
Publish the RPO Quarterly: hiring benchmarks, market comp, channel performance.
Lock the 12‑month hiring/capacity plan and margin model.
Ideal Background
8–12+ years
in recruiting/Talent Acquisition with
significant RPO or embedded TA leadership
experience.
Built or scaled a recruiting program in venture‑backed environments (Seed–Series B and beyond).
Demonstrated origination + delivery: has won new business and run complex programs to successful outcomes.
Fluency in TA ops and analytics: funnel math, channel ROI, capacity models, SLAs, and QBR storytelling.
Comfortable advising founders/execs on org design, compensation, leveling, and bar‑raising hiring practices.
Known for building high‑trust relationships, crisp communication, and closing talent.
Nice to Have
Multi‑market or international hiring experience; employer branding playbooks.
Experience with technical and go‑to‑market hiring across growth stages.
Exposure to HR foundations (handbooks, policy baselines, performance cycles) and how TA integrates with People Ops.
How We Support You (Backed by Nxt Level)
Infrastructure:
ATS/CRM, sourcing automation, enrichment, analytics, content/brand, legal/finance, and RevOps support.
Recruiting Engine:
Shared sourcers/coordinators and proven research workflows.
Pipeline Access:
Warm intros from our portfolio and venture/growth network.
Enablement:
Templates, training budget, and marketing to amplify your GTM.
Traits That Win Here
Owner’s mindset
with P&L accountability.
Systems thinker
who productizes playbooks and measures everything.
Operator‑closer
who loves both building and getting offers signed.
Servant leader
who uplevels hiring managers and recruiters alike.
Compensation & Upside
Tiered performance bonus
tied to revenue, margin, and NPS
Profit share/equity
linked to practice growth
Benefits + budget for tools, events, and certifications
Nxt Level is an equal opportunity employer.
We celebrate diversity and are committed to an inclusive environment for our team, clients, and candidates.
Seniority level
Executive
Employment type
Full‑time
Job function
Human Resources and Sales
Industries
Staffing and Recruiting
#J-18808-Ljbffr