Director of Recruiting
HumCap, Dallas, TX, United States
Recruiting Director Job Description and Agency Brief
Location:
Dallas, TX Reports to:
COO Direct Reports:
Recruiting Coordinator (with expectation to scale team over time) COMPANY OVERVIEW HumCap’s client is a fast-growing home services business with two dynamic business lines across concierge utilities/home services sales and personal lines insurance. They are in a critical phase of growth where their ability to consistently hire high-performing talent—especially in sales roles—will directly determine their success. POSITION SUMMARY We are seeking a Recruiting Director to build and lead a high-performance talent acquisition function that directly drives company growth. This role will own the strategy, systems, and execution required to consistently attract, assess, and hire high-performing talent at scale—primarily across inside sales, early-career pipelines, and select leadership roles. This is not a traditional recruiting role. This is an opportunity to build a scalable hiring engine: designing the processes, tools, and talent pipelines that fuel a high-growth sales organization. The ideal candidate brings both strategic leadership and operational rigor, with a track record of improving hiring quality, speed, and consistency in fast-paced environments. KEY RESPONSIBILITIES Talent Strategy & Workforce Planning Partner with executive leadership to translate business goals into clear hiring plans (headcount, timing, role prioritization) Build and manage recruiting capacity models, including funnel conversion assumptions and pipeline requirements Define success profiles for key roles, especially sales positions, based on actual performance drivers Develop and evolve sourcing strategies across multiple channels (inbound, outbound, campus, referrals, agencies) Recruiting Operations & Delivery Own end-to-end recruiting performance across all roles, ensuring consistent, high-quality execution of full-cycle hiring Design and continuously improve recruiting workflows, from sourcing through onboarding Identify and eliminate bottlenecks in the hiring process to improve speed and candidate experience Step in directly as needed to perform recruiting activities Ensure consistent, high-quality candidate evaluation and decision-making across the organization Systems, Tools & Infrastructure Own the recruiting tech stack (ATS, CRM, sourcing tools) and ensure it is configured to support scale and visibility Build and optimize systems for pipeline tracking, candidate engagement, and reporting Introduce automation and process improvements to increase efficiency and reduce manual work Establish clear, consistent workflows and ensure adoption across hiring teams Hiring Manager Enablement & Accountability Partner with hiring managers to define role requirements, interview processes, and decision criteria Train and coach hiring managers on effective interviewing and candidate evaluation Drive consistency and discipline in hiring practices across the organization Establish shared accountability for hiring outcomes (speed, quality, and retention) Vendor & Channel Management Manage and optimize relationships with external recruiting partners, including agencies and university programs Evaluate sourcing channel performance and allocate resources based on effectiveness Build a diversified and resilient talent pipeline strategy to reduce over-reliance on any single channel Metrics, Reporting & Continuous Improvement Define and track key recruiting metrics, including: Time-to-fill (by role type) Funnel conversion rates Offer acceptance rates Source effectiveness and cost per hire Early indicators of quality of hire Use data to continuously refine sourcing strategies, processes, and hiring decisions Provide clear, actionable reporting to leadership on hiring performance and risks Team Leadership & Development Lead, develop, and scale the recruiting function, including internal team members and external partners Define roles, responsibilities, and hiring plans for the recruiting team as the company grows Foster a culture of accountability, ownership, and continuous improvement within the recruiting function QUALIFICATIONS 7–10+ years of experience in full-cycle recruiting, with a strong track record in high-growth environments Proven experience building or significantly improving recruiting systems, processes, and outcomes Experience hiring for sales roles (inside sales, early-career, or commission-based environments strongly preferred) Experience managing recruiters, coordinators, or external recruiting partners Strong analytical mindset; ability to build and interpret recruiting funnels, metrics, and capacity models Demonstrated ability to influence hiring managers and drive process discipline Excellent communication and stakeholder management skills WHAT WE OFFER Competitive compensation package, including base salary, performance-based bonus, and benefits High-impact role with direct visibility to executive leadership Opportunity to build and shape a critical function in a growing company Clear path to scale a team and expand scope as the business grows RECRUITER BRIEF Overall We’re hiring a Recruiting Director to build and run a scalable hiring engine that fuels growth across HumCap’s client’s two business lines. This person will own strategy, systems, and execution for recruiting—primarily focused on high-volume sales hiring, early-career pipelines, and occasional leadership roles. This is a builder role, not a maintenance role.
Key Responsibilities (High-Level) Build and own recruiting strategy tied to growth goals Design and optimize recruiting processes and systems Manage full-cycle hiring performance across roles Own recruiting metrics (funnel, time-to-fill, quality indicators) Lead internal recruiting resources and external partners Improve hiring manager effectiveness and accountability What Success Looks Like Strong, consistent pipeline across key roles Faster hiring without sacrificing quality Clear recruiting metrics and visibility Better hiring decisions and performance outcomes Less dependence on external agencies What We Actually Need We are not looking for a traditional recruiter. We need someone who can: Build repeatable, scalable hiring processes Create consistent pipeline for sales and support roles Improve speed
and
quality of hiring Bring structure, metrics, and accountability to recruiting Reduce reliance on agencies over time Must-Have Profile 7–10+ years recruiting experience Experience in high-growth, high-volume hiring environments Strong track record of building or improving recruiting systems/processes Experience hiring sales roles (inside sales strongly preferred) Has managed either: Direct reports (recruiters/coordinators), or External recruiting partners/agencies Comfortable with data-driven recruiting (funnels, conversion rates, metrics) Willing to be in-office 5 days a week (some hybrid flexibility possible but not guaranteed; this is an in-office culture) Core Traits Builder mentality (has created systems, not just operated them) Operationally strong (thinks in funnels, metrics, process) High ownership (drives outcomes, not just activity) Able to push hiring managers and create accountability Comfortable and effective engaging at all levels of the organization, from prospective candidates to executive leadership Scrappy and resourceful (not dependent on agencies)
Dallas, TX Reports to:
COO Direct Reports:
Recruiting Coordinator (with expectation to scale team over time) COMPANY OVERVIEW HumCap’s client is a fast-growing home services business with two dynamic business lines across concierge utilities/home services sales and personal lines insurance. They are in a critical phase of growth where their ability to consistently hire high-performing talent—especially in sales roles—will directly determine their success. POSITION SUMMARY We are seeking a Recruiting Director to build and lead a high-performance talent acquisition function that directly drives company growth. This role will own the strategy, systems, and execution required to consistently attract, assess, and hire high-performing talent at scale—primarily across inside sales, early-career pipelines, and select leadership roles. This is not a traditional recruiting role. This is an opportunity to build a scalable hiring engine: designing the processes, tools, and talent pipelines that fuel a high-growth sales organization. The ideal candidate brings both strategic leadership and operational rigor, with a track record of improving hiring quality, speed, and consistency in fast-paced environments. KEY RESPONSIBILITIES Talent Strategy & Workforce Planning Partner with executive leadership to translate business goals into clear hiring plans (headcount, timing, role prioritization) Build and manage recruiting capacity models, including funnel conversion assumptions and pipeline requirements Define success profiles for key roles, especially sales positions, based on actual performance drivers Develop and evolve sourcing strategies across multiple channels (inbound, outbound, campus, referrals, agencies) Recruiting Operations & Delivery Own end-to-end recruiting performance across all roles, ensuring consistent, high-quality execution of full-cycle hiring Design and continuously improve recruiting workflows, from sourcing through onboarding Identify and eliminate bottlenecks in the hiring process to improve speed and candidate experience Step in directly as needed to perform recruiting activities Ensure consistent, high-quality candidate evaluation and decision-making across the organization Systems, Tools & Infrastructure Own the recruiting tech stack (ATS, CRM, sourcing tools) and ensure it is configured to support scale and visibility Build and optimize systems for pipeline tracking, candidate engagement, and reporting Introduce automation and process improvements to increase efficiency and reduce manual work Establish clear, consistent workflows and ensure adoption across hiring teams Hiring Manager Enablement & Accountability Partner with hiring managers to define role requirements, interview processes, and decision criteria Train and coach hiring managers on effective interviewing and candidate evaluation Drive consistency and discipline in hiring practices across the organization Establish shared accountability for hiring outcomes (speed, quality, and retention) Vendor & Channel Management Manage and optimize relationships with external recruiting partners, including agencies and university programs Evaluate sourcing channel performance and allocate resources based on effectiveness Build a diversified and resilient talent pipeline strategy to reduce over-reliance on any single channel Metrics, Reporting & Continuous Improvement Define and track key recruiting metrics, including: Time-to-fill (by role type) Funnel conversion rates Offer acceptance rates Source effectiveness and cost per hire Early indicators of quality of hire Use data to continuously refine sourcing strategies, processes, and hiring decisions Provide clear, actionable reporting to leadership on hiring performance and risks Team Leadership & Development Lead, develop, and scale the recruiting function, including internal team members and external partners Define roles, responsibilities, and hiring plans for the recruiting team as the company grows Foster a culture of accountability, ownership, and continuous improvement within the recruiting function QUALIFICATIONS 7–10+ years of experience in full-cycle recruiting, with a strong track record in high-growth environments Proven experience building or significantly improving recruiting systems, processes, and outcomes Experience hiring for sales roles (inside sales, early-career, or commission-based environments strongly preferred) Experience managing recruiters, coordinators, or external recruiting partners Strong analytical mindset; ability to build and interpret recruiting funnels, metrics, and capacity models Demonstrated ability to influence hiring managers and drive process discipline Excellent communication and stakeholder management skills WHAT WE OFFER Competitive compensation package, including base salary, performance-based bonus, and benefits High-impact role with direct visibility to executive leadership Opportunity to build and shape a critical function in a growing company Clear path to scale a team and expand scope as the business grows RECRUITER BRIEF Overall We’re hiring a Recruiting Director to build and run a scalable hiring engine that fuels growth across HumCap’s client’s two business lines. This person will own strategy, systems, and execution for recruiting—primarily focused on high-volume sales hiring, early-career pipelines, and occasional leadership roles. This is a builder role, not a maintenance role.
Key Responsibilities (High-Level) Build and own recruiting strategy tied to growth goals Design and optimize recruiting processes and systems Manage full-cycle hiring performance across roles Own recruiting metrics (funnel, time-to-fill, quality indicators) Lead internal recruiting resources and external partners Improve hiring manager effectiveness and accountability What Success Looks Like Strong, consistent pipeline across key roles Faster hiring without sacrificing quality Clear recruiting metrics and visibility Better hiring decisions and performance outcomes Less dependence on external agencies What We Actually Need We are not looking for a traditional recruiter. We need someone who can: Build repeatable, scalable hiring processes Create consistent pipeline for sales and support roles Improve speed
and
quality of hiring Bring structure, metrics, and accountability to recruiting Reduce reliance on agencies over time Must-Have Profile 7–10+ years recruiting experience Experience in high-growth, high-volume hiring environments Strong track record of building or improving recruiting systems/processes Experience hiring sales roles (inside sales strongly preferred) Has managed either: Direct reports (recruiters/coordinators), or External recruiting partners/agencies Comfortable with data-driven recruiting (funnels, conversion rates, metrics) Willing to be in-office 5 days a week (some hybrid flexibility possible but not guaranteed; this is an in-office culture) Core Traits Builder mentality (has created systems, not just operated them) Operationally strong (thinks in funnels, metrics, process) High ownership (drives outcomes, not just activity) Able to push hiring managers and create accountability Comfortable and effective engaging at all levels of the organization, from prospective candidates to executive leadership Scrappy and resourceful (not dependent on agencies)