Recruitment Operations Manager (PH-Based, 100% Remote)
We're a US-based virtual assistant staffing company placing global professionals into long-term roles with US businesses and franchise networks. We've grown fast and built remote-first from day one.
Talent delivery is our engine — the quality of who we place is what makes clients stay or churn. Right now that engine needs a real driver.
The honest version of this role
This is a turnaround seat, not a maintenance seat. You're inheriting a team with clear top performers, clear underperformers, and job orders that have sat too long. The systems exist — scorecards, SOPs, outreach templates. What's missing is discipline, accountability, and leadership.
If you want to babysit a stable 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
- The full funnel: sourcing → screening → 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 the hard calls when the numbers demand it
- Tight calibration with Sales, CSM, and Operations so what we sell matches what we can actually recruit and deliver
- Weekly reporting directly to the CEO on time-to-fill, cost per placement, 90-day retention, and deposit-to-active conversion
You're judged on moving those numbers. Not effort. Not intentions.
Your authority
- Full performance-management authority over the recruiting team, including hire/fire calls
- Veto power on job orders we can't realistically fill at current rates — if Sales sells what we can't deliver, you flag it and we fix the input
- Player-coach for the first 60–90 days: you'll personally run a few key reqs while rebuilding the system, not direct from the sidelines
Minimum qualifications
- 5+ years in talent placement, 3+ managing a remote team of 6+
- 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
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
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)
- Equity consideration for building something durable
- Fully remote, PH-based; core overlap with US business hours
Culture: direct feedback, data-first, low-drama. We don't say Po or Sir.
We're moving fast — first conversations within days of a qualified application.
