Recruitment Team Lead & Sourcing Strategist

Company Description

At DOXA, we are dedicated to connecting businesses with top-tier talent across various industries. Our mission is to deliver innovative solutions that drive exceptional outsourcing services, enabling companies to expand their teams and grow their operations seamlessly.

What sets DOXA apart is our commitment to fostering a vibrant and supportive team culture. Join us and be part of a culture that prioritizes your happiness and well-being, ensuring you thrive both personally and professionally.

Role Description

The Recruitment Team Lead & Sourcing Strategist is the operational and strategic anchor of DOXA Talent's Philippines recruitment team. This role is not just a supervisor: it is the engine behind DOXA's ability to deliver qualified candidates to US-based clients at speed and scale. The PH team owns the full end-to-end recruitment process — from requisition intake to hires.

The TL is accountable for the daily productivity and quality of the PH team, while also acting as a strategic partner to the Global Head of Recruitment. The mixed schedule (2 early-shift days + 3 standard-shift days) is intentional: early-shift days create real-time overlap with Colombia for pipeline alignment and strategic sessions with the Global Head; standard-shift days are dedicated to full team supervision, coaching, and quality control.

This role requires someone who leads by example, holds the team to measurable standards, and can operate with a high level of autonomy and accountability.

•     Monitor recruiter activity and pipeline progress throughout the shift; proactively identify and resolve blockers before they become delays.

•     Consolidate and escalate obstacles that prevent the team from meeting hiring goals, providing specific recommendations and explicit requests for support to the Global Head.

•     Assess and delegate new work orders as they come in, matching requisitions to recruiter capacity and skill profile; rebalance workload in real time when volume spikes.

•     Monitor and ensure the team's full compliance with standard recruitment processes and correct use of the ATS at all times.

•     Track and evaluate individual recruiter performance on a continuous basis; identify productivity gaps and propose concrete recommendations to the Global Head to address them.

•     Hold individual accountability conversations with recruiters when KPIs are missed; document patterns and escalate cases that require formal performance management.

•     Conduct weekly individual check-ins (20 min) with each recruiter to review performance data, provide feedback on profile quality, and support professional development.

•     Set and maintain sourcing standards across the team: source profiles must include LinkedIn URL, current role, salary expectation, availability, and a brief fit summary.

•     Review job descriptions for each new requisition before sourcing begins; identify ambiguities, raise clarifying questions, and submit calibration requests to hiring managers as needed to ensure the team sources against the correct brief.

•     Review and approve all candidate profiles before they are submitted to the ATS for interview scheduling; reject profiles that do not meet the client brief and provide written feedback to the recruiter within 2 hours.

•     Monitor candidate processing times across all active requisitions; support the follow-up of interview schedules and feedback loops, and propose recommendations to the Global Head to accelerate bottlenecks.

•     Monitor profile approval rates by recruiter and by client; identify patterns in rejections and implement calibration sessions with the relevant recruiter to close quality gaps.

•     Conduct calibrations with hiring managers on profile requirements when needed, as well as periodic internal calibrations with the team to ensure fairness and consistency in candidate evaluations.

•     Stay current on sourcing strategies, Boolean search techniques, and platform updates (LinkedIn Recruiter, job boards, niche platforms relevant to mixed verticals).

•     Contribute directly to sourcing on complex or high-priority requisitions when the team's capacity requires it.

•     Facilitate the end-to-end recruitment process for each assigned requisition: from intake and JD review through sourcing, profile approval, and handoff to the Recruiting Assistant for interview scheduling.

•     Process salary range requests on behalf of the team: gather market data, present talent availability context, and support negotiations with prior validation and explicit approval from the Global Head.

•     Provide active support in closing work orders, including managing reconsideration requests, supporting budget renegotiations, and engaging identified candidates to strengthen their commitment to joining.

•     Monitor all open requisitions for aging risk; flag requisitions at risk of missing SLA targets before they breach, not after.

•     Serve as the primary operational liaison between the Philippines recruiting team and the Global Head of Recruitment: proactively communicate pipeline status, flag risks, and align on client priorities daily.

•     Coordinate with the Recruiting Assistant in Colombia to ensure submitted profiles are complete, correctly formatted, and ready for client interview scheduling without requiring back-and-forth.

•     Participate in the Monday global review call with the Global Head of Recruitment to discuss cross-team KPIs, open requisition status, and strategic adjustments.

•     On early-shift days, use the Colombia overlap window to align with the Global Head on pipeline priorities, review any profile feedback from the Recruiting Assistant, and calibrate the team's focus for the week.

•     Ensure the Recruiting Assistant has everything needed to schedule and conduct client interviews smoothly: complete ATS records, candidate availability, and any relevant context notes.

•     Participate in bi-weekly strategy sessions with the Global Head of Recruitment to align global sourcing approaches, tooling improvements, and team development plans.

•     Contribute insights on talent market trends, platform effectiveness, and candidate behavior that can inform global strategy.

•     Co-own the continuous improvement of sourcing playbooks, shortlist templates, and onboarding materials for new PH recruiters.

•     Support the Global Head in the design and rollout of new processes, tools, or structural changes affecting the PH team.

•     Act as a culture and performance standard-setter: model the accountability, urgency, and quality standards expected across the global team.

•     Maintain ATS data hygiene: ensure all candidate records are updated in real time; escalate ATS issues that affect pipeline visibility to the Global Head within 24 hours.

•     Guarantee Global standards in ATS are met by the PH team at all times.

•     Flag hiring trends, candidate market intelligence, and capacity risks proactively — do not wait for the weekly review to surface critical information.

•     Maintain strong, proactive relationships with DOXA clients by providing regular updates on open requisitions, sharing weekly reports, and ensuring no client is left waiting for information.

•     Foster healthy, long-term client relationships by delivering a positive, transparent, and high-quality experience for both hiring managers and candidates throughout the entire recruitment process.

•     Serve as a trusted advisor to clients on talent availability, market conditions, and realistic hiring timelines; set accurate expectations and communicate changes promptly.

•     Escalate client satisfaction risks to the Global Head immediately and come with a proposed resolution, not just a problem statement.

•     3+ years of end-to-end recruitment experience, with at least 1 year in a team lead, senior recruiter, or supervisory capacity.

•     Demonstrated experience recruiting for US-based clients or in an offshoring / BPO recruitment environment.

•     Proficiency with LinkedIn Recruiter and at least one ATS platform; ability to learn new tools quickly.

•     Strong written and verbal English communication skills — the role requires clear, professional interaction with the Global Head of Recruitment and cross-functional stakeholders in the Americas.

•     Proven ability to deliver against volume and quality targets in a fast-paced environment.

•     Comfortable with data: able to read a pipeline report, identify trends, and act on them without requiring direction.

•     Availability and willingness to work the defined mixed schedule (Mon–Tue early shift + Wed–Fri standard shift).

•     Experience recruiting across multiple verticals (tech, operations, healthcare, or similar mixed scope).

•     Familiarity with cross-timezone team operations, particularly with teams in the Americas.

•     Experience using sourcing playbooks or contributing to process documentation.

•     Track record of developing junior recruiters through structured feedback and coaching.