Manager , Recruiting Consultants

Company Description

Linked In is the world’s largest professional network, built to create economic opportunity for every member of the global workforce. Our products help people make powerful connections, discover exciting opportunities, build necessary skills, and gain valuable insights every day. We’re also committed to providing transformational opportunities for our own employees by investing in their growth. We aspire to create a culture that’s built on trust, care, inclusion, and fun – where everyone can succeed.

Join us to transform the way the world works.

This role will be based in Omaha.

At Linked In, our approach to flexible work is centered on trust and optimized for culture, connection, clarity, and the evolving needs of our business. The work location of this role is hybrid, meaning it will be performed both from home and from a Linked In office on select days, as determined by the business needs of the team.

The Scaled Sales Development team powers Linked In’s small business growth across our online talent solutions. As part of a newly created recruiting function within this space, this team will build, test, and operationalize new recruiting motions that enable hiring at scale.

We are seeking a Recruiting Manager (Manager
3) who thrives in fast‑paced, ambiguous environments and is energized by building high‑performing teams and repeatable programs. You will lead a team of recruiters responsible for generating high‑quality pipelines, managing full funnel hiring activities, validating early signals, and delivering exceptional candidate experiences.

This role blends people leadership, operational rigor, program design, and data‑driven decision‑making to shape the future of scaled talent acquisition for Linked In’s SMB ecosystem.

• Lead, coach, and develop a team of recruiters responsible for delivering high‑quality candidate pipelines in a fast‑paced, quota‑driven environment.
• Build a culture of performance, accountability, inclusion, and continuous improvement.
• Model excellence in candidate experience, funnel management, and partnership with hiring managers.
• Recruit, onboard, and develop top recruiting talent that thrives in high‑volume, high‑velocity environments.

• Translate business needs into scalable recruiting workflows, sourcing strategies, and candidate engagement motions.
• Build, test, and refine new recruiting approaches—capturing early signals, validating effectiveness, and determining readiness for scale.
• Create templatized processes, messaging frameworks, and best practices that ensure consistent recruiter execution.
• Establish feedback loops with recruiters, hiring managers, and cross‑functional partners to iterate quickly and improve program quality.

• Own team hiring targets, funnel health, candidate quality standards, and recruiter productivity metrics.
• Use data to optimize sourcing strategies, forecast capacity, and identify opportunities for efficiency or quality improvements.
• Establish clear expectations for pipeline updates, communication cadences, and delivery timelines to ensure predictability.
• Partner with analytics and operations teams to build dashboards, insights, and reporting mechanisms that guide decision‑making.

• Act as the connective tissue between Recruiting, Product, Sales Strategy, and Operations to ensure alignment and seamless execution. Attending daily standups across teams.
• Represent the voice of the recruiter and candidate in cross‑functional planning discussions.
• Partner with stakeholders to understand business priorities and design recruiting programs that support emerging customer needs.

• Stay informed on talent market dynamics, competitive insights, and sourcing trends that influence hiring strategies.
• Coach recruiters on market positioning, candidate influence, and storytelling to drive higher close rates.
• Provide business partners with insights that shape program design and long‑term roadmap decisions.
• Advocate for high‑quality outcomes, exceptional candidate experiences, and operational…