Head of Recruitment

Direct message the job poster from Nxt Level

Head of Recruitment – RPO (Recruiting-as-a-Service)

Division: Nxt Level — RPO & Embedded Talent

Location: Remote (USA) with occasional travel •
Type: Full‑time

Compensation: Competitive base + tiered performance bonus + profit share/equity upside

Summary

Nxt Level is launching a Recruiting‑as‑a‑Service (RaaS) / RPO arm and we’re hiring the Head of RPO to build it from zero to scale. You’ll have our tooling, brand, and back‑office support; your mandate is to design the offering, win logos, deliver outcomes, and grow a high‑performing team serving Seed, Series A/B, and scaling organizations
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• Practice Design & P&L: Define services (project RPO, embedded squads, surge hiring, recruiter pods, sourcing‑as‑a‑service), pricing models (retainer, hourly, per‑hire, container), commercial terms, capacity planning, and margin targets.
• GTM & Revenue: Create ICPs, offers, and proposals; run enterprise and venture‑backed sales motions; convert trials to multi‑quarter programs; expand accounts.
• Delivery Engine: Stand up playbooks for intake, scorecards, pipelines, SLAs, DEI sourcing, interview calibration, and close plans; standardize reporting and QBRs.
• Talent Infrastructure: Select and instrument ATS/CRM, engagement tooling, programmatic/job ads, data enrichment, assessments, and analytics dashboards.
• People Leadership: Hire, coach, and manage pods of recruiters, sourcers, and coordinators; implement enablement, QA, and career ladders.
• Founder/Exec Advisory: Workforce planning, org design, compensation bands, leveling frameworks, headcount forecasts, and hiring operating cadence.
• Quality & Compliance: Ensure confidentiality, data privacy, EEO/OFCCP considerations, and consistent candidate experience.

• Seed: stand up hiring foundations (ATS, careers page, offer templates, comp bands), close first 10–20 key hires fast.
• Series A: scale without chaos—manager enablement, structured interviews, recruiter capacity models, TA ops metrics.
• Series B & Scaling: multi‑track hiring plans, international expansion, employer brand, leadership hiring, and bar‑raising processes.

• Run discovery, define role scorecards, and set hiring plans by quarter.
• Build mapped pipelines and deliver slates; drive calibration and interview rigor.
• Coach hiring managers; eliminate friction in scheduling, feedback, and decisions.
• Negotiate offers; de‑risk resignations and counter‑offers; improve acceptance rates.
• Manage team utilization, cost per hire, and margin; forecast demand and capacity.

• Finalize service catalog, pricing, SOW templates, and SLA matrix.
• Implement core stack (ATS/CRM, sourcing, analytics); publish baseline dashboards.

• Hit first closes; reduce time‑to‑slate to target; launch manager training.
• Create reusable assets: interview guides, calibration rubrics, offer playbooks, DEI sourcing kits.
• Hire/contract initial recruiter pod(s); introduce QA and peer review.

• Convert 2+ clients to multi‑quarter retainers; expand 50% of active accounts.
• Publish the RPO Quarterly: hiring benchmarks, market comp, channel performance.
• Lock the 12‑month hiring/capacity plan and margin model.

• 8–12+ years in recruiting/Talent Acquisition with significant RPO or embedded TA leadership experience.
• Built or scaled a recruiting program in venture‑backed environments (Seed–Series B and beyond).
• Demonstrated origination + delivery: has won new business and run complex programs to successful outcomes.
• Fluency in TA ops and analytics: funnel math, channel ROI, capacity models, SLAs, and Q  storytelling.
• Comfortable advising founders/execs on org design, compensation, leveling, and bar‑raising hiring practices.
• Known for building high‑trust relationships, crisp communication, and closing talent.

• Multi‑market or international hiring experience; employer branding playbooks.
• Experience with technical and go‑to‑market hiring across growth stages.
• Exposure to HR foundations (handbooks, policy baselines, performance cycles) and how TA…