Resume Example

Recruitment Manager Resume Examples

Real-world recruitment manager resume examples across agency, corporate, and senior high-volume roles, with the hiring volume, time to fill, retention, and cost results that employers look for.
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A strong recruitment manager resume should show how many people your team hired, how fast, at what cost, and whether they stayed. Highlight team size, annual hiring volume or desk billings, time to fill, fill rate, cost per hire, agency spend saved, and new hire retention. Name your systems, because applicant tracking, sourcing, and automation tools are filtered on. State your setting plainly, since an agency desk manager, a corporate recruitment manager inside a bank, and a senior manager running high-volume hospitality hiring are hired on different evidence. Use the examples below to see how to turn recruiting leadership into clear, results-focused resume achievements.

Recruitment Manager Resume Example

Meet Paulina Wojcik, a recruitment manager leading a healthcare staffing desk of 8 recruiters with $11.6M in billings. This example shows agency evidence: billings up 44%, fill rate raised from 62% to 81%, and recruiter turnover cut to 15%.

Paulina Wojcik

(216) 555-0152 ◇ Cleveland, OH

paulina.wojcik@example.com ◇ linkedin.com/in/paulina-wojcik ◇ paulinawojcik.com

Objective

Recruitment manager with 10 years in agency recruiting, currently leading the healthcare staffing desk of a regional staffing firm with 8 recruiters and $11.6M in annual billings. Grew desk billings 44% in 3 years, lifted the fill rate on client orders from 62% to 81%, and cut recruiter turnover from 45% to 15% a year. Builds desks where recruiters hit their numbers because the process, training, and client mix are right.

Education
B.A. in Psychology, Lake Erie Crown University 2012 – 2016

Coursework in Industrial and Organisational Psychology, Statistics, and Human Resource Management.

Certified Staffing Professional (CSP), American Staffing Association 2019

Employment law, wage and hour rules, and ethical recruiting practice in staffing.

Skills
Recruitment Leadership
Desk management, recruiter hiring and coaching, activity and conversion targets, weekly pipeline reviews, commission plans, recruiter training programmes
Recruiting and Sales
Nurse and allied health recruiting, candidate sourcing, credential verification, client account management, rate negotiation, new business development
Operations and Compliance
Fill rate and time to submit tracking, gross margin management, credential and licence compliance, onboarding workflows, candidate redeployment
Tools & Platforms
Bullhorn, LinkedIn Recruiter, Indeed, Vivian Health, Sense, Power BI, Excel, Microsoft Teams, DocuSign
Experience
Recruitment Manager, Healthcare Staffing 02/2022 – Present
Cuyahoga Crown Staffing Cleveland, OH
  • Lead a desk of 8 recruiters with $11.6M in annual billings, up 44% in 3 years from $8.1M.
  • Lifted the fill rate on client orders from 62% to 81% by adding daily order triage and a redeployment pool of 300 nurses.
  • Cut recruiter turnover from 45% to 15% a year with a 6-week training plan and a revised commission structure.
Senior Recruiter, then Team Lead 05/2018 – 01/2022
Cuyahoga Crown Staffing Cleveland, OH
  • Placed about 140 nurses and allied health workers a year, the top producer of 22 recruiters for 2 years.
  • Opened 6 new hospital and clinic accounts worth about $1.9M in annual billings in 2020 and 2021.
  • Led a team of 3 recruiters from 2020, running weekly pipeline reviews and call shadowing sessions.
Recruiter, Light Industrial 07/2016 – 04/2018
Flats Line Workforce Akron, OH
  • Filled about 60 warehouse and production roles a month for 12 client sites across 3 counties.
  • Cut no-shows on first day from 22% to 9% with confirmation texts and a pre-start site video.
  • Held a 90-day retention rate of 71% on placements against an office average of 58%.
Projects

Nurse Redeployment Pool. Built a pool of 300 nurses finishing assignments, with availability tracked in Bullhorn and weekly check-ins, so they could be offered new orders before they left, which lifted the fill rate from 62% to 81% and cut average time to submit from 4 days to 1.5 days.

Recruiter Training Plan. Wrote a 6-week training plan covering sourcing, credential checks, client calls, and Bullhorn workflows, with weekly targets and shadowing, which brought new recruiters to their first placement in 5 weeks instead of 11 and cut turnover from 45% to 15%.

Desk Performance Dashboard. Built a Power BI dashboard from Bullhorn data showing calls, submittals, interviews, starts, and margin by recruiter, reviewed every Monday, which raised the submittal-to-start ratio from 18% to 27% in a year.

Extra-Curricular Activities
  • Member of a state staffing association, speaking on recruiter retention at its 2025 conference.
  • Volunteer resume reviewer at a workforce centre, helping about 50 job seekers a year.
  • Coach a youth volleyball team of 12 players at a community recreation centre each spring.
Leadership
  • Manage 8 recruiters and hired 11 recruiters in 3 years, 4 of whom have become top producers.
  • Lead the quarterly business review with 15 key hospital and clinic accounts on fill rate and quality.
  • Designed the firm recruiter career path adopted by 3 desks with about 40 recruiters in total.
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Corporate Recruitment Manager Resume Example

Meet Jerrod Blakemore, a corporate recruitment manager hiring about 1,800 people a year for a bank of 9,000. This example shows in-house evidence: time to fill cut from 52 to 34 days and $1.4M a year saved by cutting agency hires to 8%.

Jerrod Blakemore

(704) 555-0198 ◇ Charlotte, NC

jerrod.blakemore@example.com ◇ linkedin.com/in/jerrod-blakemore ◇ jerrodblakemore.com

Objective

Corporate recruitment manager with 11 years in talent acquisition, currently leading recruiting for the operations and technology divisions of a regional bank with 9,000 employees. Leads a team of 12 recruiters and coordinators hiring about 1,800 people a year, cut average time to fill from 52 to 34 days, and saved $1.4M a year by reducing agency use from 30% to 8% of hires. Runs recruiting like an internal service with clear commitments to every hiring manager.

Education
B.S. in Business Administration, Human Resources, Piedmont Line University 2011 – 2015

Coursework in Talent Management, Employment Law, Organisational Behaviour, and Compensation.

SHRM Certified Professional (SHRM-CP), Society for Human Resource Management 2018

Also holds the LinkedIn Certified Professional Recruiter credential, earned in 2021.

Skills
Talent Acquisition Leadership
Workforce and hiring plans, recruiter capacity models, service level agreements with hiring managers, team coaching, budget ownership, agency and vendor management
Recruiting Programmes
Campus and early career programmes, employee referral programmes, internal mobility, structured interviewing, diverse slate practices, employer branding
Operations and Compliance
Recruiting metrics and dashboards, applicant tracking configuration, background checks, EEO and OFCCP reporting, offer approvals, candidate experience surveys
Tools & Platforms
Workday Recruiting, LinkedIn Recruiter, Greenhouse, HireVue, Paradox, Beamery, Tableau, Excel
Experience
Corporate Recruitment Manager, Operations and Technology 06/2021 – Present
Queen City Crown Bank Charlotte, NC
  • Lead 12 recruiters and coordinators hiring about 1,800 people a year for a bank with 9,000 employees.
  • Cut average time to fill from 52 to 34 days with hiring manager agreements and 2-day interview scheduling.
  • Saved $1.4M a year by cutting agency hires from 30% to 8% through a referral programme and direct sourcing.
Senior Corporate Recruiter 03/2018 – 05/2021
Uptown Line Insurance Charlotte, NC
  • Filled about 110 roles a year in claims, underwriting, and finance with a 94% offer acceptance rate.
  • Launched the campus programme, hiring 45 graduates a year from 8 universities with 88% first-year retention.
  • Raised the share of diverse finalists from 31% to 49% with diverse slate rules and structured interviews.
Recruiter, then Corporate Recruiter 06/2015 – 02/2018
Carolina Crown Health Raleigh, NC
  • Recruited about 150 hourly and professional hires a year for 3 hospitals and 20 outpatient clinics.
  • Ran 30 hiring events a year, making same-day offers to about 40% of candidates who attended.
  • Cut the time from application to first contact from 6 days to 1 day with a daily screening routine.
Projects

Hiring Manager Service Agreements. Introduced written agreements with 140 hiring managers covering intake, feedback within 48 hours, and interview slots held weekly, with results shared monthly by division, which cut average time to fill from 52 to 34 days and raised hiring manager satisfaction from 3.4 to 4.5 of 5.

Agency Reduction Programme. Replaced most agency use with a revamped employee referral programme paying $2,500 per hire, a sourcing team of 3, and a talent community of 22,000 past applicants, which cut agency hires from 30% to 8% and saved $1.4M a year.

Workday Recruiting Rollout. Led recruiting requirements and testing for a move from a legacy tracker to Workday Recruiting for 12 recruiters and 900 hiring managers, delivered on time in 7 months, with 0 lost requisitions and a new dashboard of 15 recruiting metrics.

Extra-Curricular Activities
  • Member of a regional HR association, serving on its talent acquisition programme committee since 2022.
  • Volunteer career coach for military veterans moving into civilian jobs, about 12 veterans a year.
  • Guest speaker on structured interviewing at 2 university HR classes each academic year.
Leadership
  • Manage a team of 12 recruiters and coordinators, with 3 promoted to senior recruiter in 3 years.
  • Trained 900 hiring managers on structured interviewing and fair hiring practices since 2022.
  • Sponsor the bank veterans employee network of about 350 members and its hiring partnerships.
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Senior Recruitment Manager Resume Example

Meet Leilani Kahale, a senior recruitment manager hiring about 6,500 people a year for a group of 38 hotels and resorts. This example shows senior evidence: a team of 18, 90-day turnover cut from 38% to 21%, and cost per hire down to $1,150.

Leilani Kahale

(808) 555-0134 ◇ Honolulu, HI

leilani.kahale@example.com ◇ linkedin.com/in/leilani-kahale ◇ leilanikahale.com

Objective

Senior recruitment manager with 14 years in hospitality recruiting, currently leading talent acquisition for a hotel and resort group with 38 properties and 16,000 employees. Leads a team of 18 hiring about 6,500 people a year, cut 90-day turnover among new hires from 38% to 21%, and lowered cost per hire from $1,900 to $1,150 with high-volume automation. Builds recruiting teams that can scale up for a resort opening and still hold quality through peak season.

Education
M.S. in Human Resource Management, Pacific Rim Crown University 2014 – 2016

Coursework in Strategic Workforce Planning, HR Analytics, Labour Relations, and Change Management.

B.S. in Hospitality and Tourism Management, Kona Line University 2008 – 2012

Holds the SHRM Senior Certified Professional (SHRM-SCP) credential since 2020.

Skills
Strategic Talent Acquisition
Multi-site recruiting strategy, workforce planning for openings and peak seasons, recruiting budget ownership, executive reporting, recruiting team design, union and non-union hiring
High-Volume Recruiting
Conversational hiring automation, text-to-apply, mass hiring events, same-day offers, seasonal and rehire programmes, international and visa sponsored hiring
Retention and Quality
Quality of hire measurement, 90-day retention analysis, realistic job previews, onboarding handoffs, internal mobility, employer brand and candidate experience
Tools & Platforms
iCIMS, Paradox, Indeed, LinkedIn Recruiter, UKG Pro, Textio, Power BI, Excel, Qualtrics
Experience
Senior Recruitment Manager 01/2021 – Present
Aloha Crown Hotels and Resorts Honolulu, HI
  • Lead a team of 18 hiring about 6,500 people a year across 38 hotels and resorts with 16,000 employees.
  • Cut 90-day turnover among new hires from 38% to 21% with realistic job previews and a 30-day check-in.
  • Lowered cost per hire from $1,900 to $1,150 by adding text-to-apply and automated scheduling with Paradox.
Regional Recruitment Manager 04/2016 – 12/2020
Waikiki Line Hospitality Honolulu, HI
  • Managed recruiting for 12 hotels with a team of 7, hiring about 2,200 people a year across 4 islands.
  • Staffed 2 resort openings with 900 hires each, reaching 98% of opening headcount 2 weeks before opening day.
  • Built a rehire programme for seasonal staff that filled 35% of peak season roles with returning employees.
Talent Acquisition Specialist, then Senior Recruiter 06/2012 – 03/2016
Waikiki Line Hospitality Honolulu, HI
  • Recruited about 400 hourly and supervisory hires a year for 3 hotels in food and beverage and housekeeping.
  • Ran 20 hiring events a year, averaging 60 interviews and 35 offers per event.
  • Recruited 25 culinary and management trainees a year through partnerships with 4 hospitality schools.
Projects

New Hire Retention Programme. Analysed 2 years of exits for 13,000 new hires, found that schedule surprises and unclear job duties drove most early quits, then added 3-minute job preview videos for 20 roles and a 30-day manager check-in, which cut 90-day turnover from 38% to 21% and saved about $4.6M a year in replacement cost.

High-Volume Hiring Automation. Rolled out text-to-apply, conversational screening, and automated interview scheduling across 38 properties, with a same-day offer option for 15 hourly roles, which cut time to hire from 16 to 6 days and cost per hire from $1,900 to $1,150.

Resort Opening Staffing Plan. Built a 20-week opening staffing plan for a 600-room resort with weekly hiring targets by department, 12 hiring events, and a training pipeline, which reached 98% of the 900-person opening headcount 2 weeks before opening day.

Extra-Curricular Activities
  • Board member of a hospitality workforce nonprofit that trains about 300 local residents a year.
  • Speaker on high-volume hiring at 3 national talent acquisition conferences since 2022.
  • Volunteer paddler and race coordinator for a canoe club with about 120 members.
Leadership
  • Lead a talent acquisition team of 18 across 4 regions, with 4 managers reporting directly.
  • Sit on the executive people committee that sets hiring budgets for 38 properties each year.
  • Created a recruiter development path that has promoted 6 coordinators to recruiter since 2021.
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