Recruitment Operations Manager (PH-based, Remote)
We're a US-based virtual assistant staffing company placing global professionals into long-term roles with US businesses and franchise networks. Growing fast. Built remote-first from day one.
Talent delivery is the engine of our business. The quality of who we place determines whether clients stay or churn. Right now, that engine needs a real driver.
The honest version of this role
You're inheriting:
A team with documented top performers, clear underperformers, and JOs that have been sitting too long
Existing systems: scorecards, SOPs, outreach templates, tools
What's missing is discipline, accountability, and leadership.
This is a turnaround seat, not a maintenance seat. If you want to babysit a stable, well-oiled function, this is the wrong role. If you want to take a team with potential and make it perform, keep reading.
What you'll own
A PH-based team of 10–20 recruiters and sourcers
Full funnel: sourcing → screening → client submission → placement → 90-day retention
The recruitment SOP, scoring rubrics, and outreach playbooks — keep what works, fix or kill what doesn't
Performance management: 1:1s, scorecards, coaching, and hard calls when the numbers demand it
Tight calibration with:
Sales (what we sell = what we can actually recruit)
CSM Team (Additional seats, replacements)
Operations (what we place = what we can reliably deliver)
Weekly direct reporting to the CEO on time to fill, cost per placement, 90-day retention, and deposit-to-active conversion
You will be judged on moving those numbers. Not effort. Not intentions.
What success looks like
By Day 30
Full funnel mapped; top 3 bottlenecks identified
Team segmented into A/B/C performers, with a documented call on each
JO backlog triaged: what's fillable, what's mispriced, what's dead
By Day 90 (Actual metrics will be shared on interview)
Time-to-fill down from [X] → [Y] days
Deposit-to-active conversion up from [A]% → [B]%
Underperformers coached up or exited; open seats backfilled
A working bench: [N] ready-to-place candidates for your highest-volume roles
By Day 365 (Actual metrics will be shared on interview)
90-day retention holding at ≥ [Z]%
Cost per placement down [__]% while placement volume is up
The function runs on systems you rebuilt — not on heroics
Your authority (and the guardrails)
Full performance-management authority over the recruiting team, including hire/fire calls [confirm: with or without CEO sign-off on terminations]
Veto power on JOs we can't realistically fill at current rates or pricing. If sales sells what we can't deliver, you flag it and we fix the input — not you absorbing the gap quietly.
Player-coach for the first 60–90 days: you'll personally run [2–3] key reqs while rebuilding the system, not direct from the sidelines.
What you're walking into
A PH-based team of 10–20 recruiters and sourcers — some genuine killers, some passengers. You won't know who's who on day one. That's part of the job.
Existing systems: scorecards, SOPs, outreach templates. Some work, some don't. Keep, fix, or kill.
Stack: LinkedIn Recruiter, Slack, Custom ATS system, GHL CRM, Custom reporting tools
Do not apply if
You've only run small in-house TA teams, never agency or volume placement
You need finished dashboards handed to you instead of building your own
You avoid firing decisions or drag them out for months
Your idea of recruiting leadership is reporting activity, not moving numbers
Why this role is worth your best effort
You're not a cog in HR. You own the engine that makes or breaks the company: talent delivery.
You report directly to the CEO, with real authority to change systems, move people, and kill bad reqs.
We're at meaningful revenue and growing. Recruiting is the main unlock — fix it and everyone feels it.
Comp is top-of-market for PH recruiting leadership: strong base, performance bonus, and real equity consideration for building something durable, not just hitting a quarter.
A rare turnaround-with-upside seat: walk in, fix the machine, build the function your way.
Bonus points
You've personally built a recruitment scorecard or competency framework (not copied a template)
Experience with US based VA agencies
Compensation
PHP 200K / month base, depending on experience — top-of-market for PH recruitment leadership
Performance bonus: tied to placement quality and 90-day retention. Full structure shared at offer.
Fully remote, PH-based
Working cadence
Core overlap with US [EST/PST] business hours. Confirm you can hold this consistently.
Turnaround crunch is real in the first 90 days. After that, the load normalizes as the systems take over.
Culture: direct feedback, data-first, low-drama. We don’t say “Po” or “Sir”
What day one actually looks like
You log in. JOs are piling up. Priorities are fuzzy. Output is inconsistent. Some recruiters are killers, some are passengers, and you don't know who's who yet.
We expect you to have a clear view of what you'd do on:
Day 1: What do you look at first? What do you stop immediately?
Day 3: How are you reordering priorities and setting expectations?
Day 14: What early changes are live, and what metrics are already moving?
If you already have an answer in your head, you should probably apply.
Minimum qualifications
5+ years in talent placement, with 3+ years managing a remote team of 6+ recruiters/team members
Experience placing global talent into US-based companies (not just BPOs)
A specific track record of inheriting an underperforming team and turning it around, with metrics to prove it
You think in funnels, conversion rates, and rubrics, not just "great candidates"
You have hard conversations on time, not late
Spoken English strong enough to push back on a US founder, not just take instructions
We're moving fast. First conversations within 7 days of a qualified application.
