HumCap
http://humcapinc.com
http://humcapinc.com
USD
12000050
YEAR
true
Head of Field Recruiting
Irving, TX US
Posted: 12/09/2025
2025-12-09
2026-01-08
Job Number: Job-7433
Pay Rate: 120k+50% bonus
Job Description
Role: Recruiting Performance Manager Department: Talent Acquisition
Location: Dallas, Texas area preferred Type: Hybrid
Reports to: VP, Talent Acquisition
Bonus Compensation: 50%
Position Summary
Our client is hiring a Recruiting Performance Manager who works with a team of recruiters responsible for scaling our nationwide real estate agent workforce. This is a high-impact tactical leadership role for someone who thrives in fast-moving, entrepreneurial organizations and has a proven track record of driving accountability, building strong partnerships, and delivering consistent results in a constantly changing environment.
Reporting to the VP of TA, this role will oversee our recruiters, who each support multiple office locations,
and will be responsible for coaching, enablement, and strategy execution to meet aggressive hiring targets.
It also works in close partnership with Field Hiring Managers, and our Recruiting & Preboarding Manager to ensure recruiters’outcomes align with hiring needs, urgency, operational process, candidate experience
and business goals. By applying recruiting best practices especially within 1099, commission-only, high volume environments and driving consistency in execution, this leader enhances recruiter effectiveness,
supports hiring quality, and advances TA’s efficiency and ROI.
The ideal candidate is a data-led leader and people developer who knows how to strengthen recruiter-field
manager relationships, instill trust, and set high standards for quality and performance, especially within
1099, commission-only, high-volume environments.
Key Responsibilities
Develop a team of recruiters to achieve and exceed hiring goals and rigorous standards of
performance.
Partner with TA operations and preboarding to help build scalable recruiting processes, reporting
systems, and metrics to ensure transparency and accountability.
Partner closely with business leaders and Field Managers to translate sales targets into clear
recruiter goals, understanding local office and market needs, role requirements, and team culture, and advising on methods to best achieve these goals.
Drive recruiter enablement through effective, targeted sourcing strategies, outreach tactics, and pipeline management.
Analyze hiring metrics, market trends, and recruiter performance to identify improvement
opportunities.
Cultivate strong, high-impact relationships with leadership teams to build trust and credibility in recruiting.
Execute strategic direction from VP of Talent regarding new opportunities and challenges within the recruiting and business landscape, such as regulation and emerging trends and technologies, and keep field leaders informed and advised of these changes.
Lead and support recruiting pilot initiatives, transformation efforts, or change management
projects as aligned to business need and strategy.
Maintain a culture of urgency, accountability, and excellence within the recruiting team.
When necessary, engage in hands-on recruiting to support local office needs.
Domestic Travel 15%
Key Qualifications
5+ years of full-cycle, high performance recruiting experience, including at least 3 years of
recruiting coaching experience.
Proven track record of leading successful recruiting teams in high-volume, multi-location
environments, driving recruiter accountability and funnel conversion through influence and
coaching.
Strong familiarity with high-volume, outbound, 1099, or commission-driven recruiting
environments (real estate, insurance, financial services, high volume sales, etc)
Strong analytical skills with the ability to leverage data for designing recruiting strategies and
tactics to improve efficiency, time to fill, and candidate quality.
Highly skilled at navigating ambiguity while building trust and credibility across recruiters,
business leaders, and field leaders.
Exceptional interpersonal skills with a bias for action and the ability to influence across diverse stakeholders.
Comfortable balancing urgency with long-term process discipline and scalability, and
demonstrated ability to thrive in fast-paced, entrepreneurial, dynamic, or high-growth
organizations.
Familiarity with Lever, LinkedIn Recruiter, Handshake, Metaview, Indeed and other similar TA related technology.
Location: Dallas, Texas area preferred Type: Hybrid
Reports to: VP, Talent Acquisition
Bonus Compensation: 50%
Position Summary
Our client is hiring a Recruiting Performance Manager who works with a team of recruiters responsible for scaling our nationwide real estate agent workforce. This is a high-impact tactical leadership role for someone who thrives in fast-moving, entrepreneurial organizations and has a proven track record of driving accountability, building strong partnerships, and delivering consistent results in a constantly changing environment.
Reporting to the VP of TA, this role will oversee our recruiters, who each support multiple office locations,
and will be responsible for coaching, enablement, and strategy execution to meet aggressive hiring targets.
It also works in close partnership with Field Hiring Managers, and our Recruiting & Preboarding Manager to ensure recruiters’outcomes align with hiring needs, urgency, operational process, candidate experience
and business goals. By applying recruiting best practices especially within 1099, commission-only, high volume environments and driving consistency in execution, this leader enhances recruiter effectiveness,
supports hiring quality, and advances TA’s efficiency and ROI.
The ideal candidate is a data-led leader and people developer who knows how to strengthen recruiter-field
manager relationships, instill trust, and set high standards for quality and performance, especially within
1099, commission-only, high-volume environments.
Key Responsibilities
Develop a team of recruiters to achieve and exceed hiring goals and rigorous standards of
performance.
Partner with TA operations and preboarding to help build scalable recruiting processes, reporting
systems, and metrics to ensure transparency and accountability.
Partner closely with business leaders and Field Managers to translate sales targets into clear
recruiter goals, understanding local office and market needs, role requirements, and team culture, and advising on methods to best achieve these goals.
Drive recruiter enablement through effective, targeted sourcing strategies, outreach tactics, and pipeline management.
Analyze hiring metrics, market trends, and recruiter performance to identify improvement
opportunities.
Cultivate strong, high-impact relationships with leadership teams to build trust and credibility in recruiting.
Execute strategic direction from VP of Talent regarding new opportunities and challenges within the recruiting and business landscape, such as regulation and emerging trends and technologies, and keep field leaders informed and advised of these changes.
Lead and support recruiting pilot initiatives, transformation efforts, or change management
projects as aligned to business need and strategy.
Maintain a culture of urgency, accountability, and excellence within the recruiting team.
When necessary, engage in hands-on recruiting to support local office needs.
Domestic Travel 15%
Key Qualifications
5+ years of full-cycle, high performance recruiting experience, including at least 3 years of
recruiting coaching experience.
Proven track record of leading successful recruiting teams in high-volume, multi-location
environments, driving recruiter accountability and funnel conversion through influence and
coaching.
Strong familiarity with high-volume, outbound, 1099, or commission-driven recruiting
environments (real estate, insurance, financial services, high volume sales, etc)
Strong analytical skills with the ability to leverage data for designing recruiting strategies and
tactics to improve efficiency, time to fill, and candidate quality.
Highly skilled at navigating ambiguity while building trust and credibility across recruiters,
business leaders, and field leaders.
Exceptional interpersonal skills with a bias for action and the ability to influence across diverse stakeholders.
Comfortable balancing urgency with long-term process discipline and scalability, and
demonstrated ability to thrive in fast-paced, entrepreneurial, dynamic, or high-growth
organizations.
Familiarity with Lever, LinkedIn Recruiter, Handshake, Metaview, Indeed and other similar TA related technology.
