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Job Description:

The Associate Vice President of Recruitment Process Outsourcing (RPO) Delivery leads service delivery across multiple client programs, with accountability for recruiting performance, operational efficiency, team development, client satisfaction, and program profitability.

This role translates client hiring objectives into effective delivery plans, develops high-performing operational leaders, and ensures consistent execution against service commitments. The ideal candidate combines deep recruiting operations expertise with strong commercial judgment, executive relationship management, and a disciplined approach to continuous improvement.

Duties and responsibilities include, but are not limited to:

RPO/Recruitment Delivery Leadership

• Lead delivery across a portfolio of programs, ensuring recruiting outcomes meet contractual commitments, service level agreements (SLAs), and client hiring objectives.
• Oversee recruiting operations across the contracted scope, including sourcing, screening, candidate management, interview coordination, and offer support, as applicable.
• Translate hiring forecasts and changing client priorities into delivery plans, staffing requirements, and measurable performance goals.
• Establish consistent delivery standards while adapting execution to each client’s business needs.

Operational Performance and Continuous Improvement

• Improve recruiting productivity, turnaround times, quality, and consistency through standard operating procedures, effective workflows, and disciplined execution.
• Use recruiting funnel data to identify bottlenecks, diagnose performance gaps, and implement sustainable corrective actions.
• Partner with technology and support teams to improve adoption of applicant tracking systems, recruiting tools, automation, and reporting capabilities.
• Lead program transitions, launches, and changes in scope, ensuring delivery readiness and continuity of service.

Team Leadership and Workforce Planning

• Lead, coach, and develop program leaders and recruiting teams, establishing clear expectations and accountability for results.
• Build leadership capacity through performance management, succession planning, and targeted development.
• Align staffing, capacity, and team deployment with hiring demand, contractual requirements, and financial targets.
• Partner with HR to strengthen employee engagement, retention, and performance.

Governance

• Build trusted relationships with client stakeholders, connecting delivery performance to their talent acquisition and business priorities.
• Lead regular performance reviews and executive business reviews, presenting results, risks, improvement plans, and recommendations.
• Own delivery escalations, coordinate timely resolution, and communicate clearly throughout the process.
• Participate in discussions on service expectations, delivery commitments, and scope changes.
• Identify opportunities to deepen client partnerships and collaborate with account management.

Financial and Commercial Management

• Manage program financial performance, including delivery costs, staffing efficiency, budget adherence, and margin performance.
• Balance service quality and client commitments with sustainable delivery economics.
• Identify scope changes and delivery risks early, partnering with account and commercial leaders to address resource, pricing, and contractual implications.
• Maintain accurate staffing and operational forecasts to support business planning.

Performance Measurement and Quality Assurance

• Establish and monitor KPIs appropriate to each program, including time to submit, time to fill, funnel conversion, offer acceptance, recruiter productivity, candidate experience, and client satisfaction.
• Ensure reporting is accurate, actionable, and consistently used to guide decisions.
• Lead root cause analysis and track improvement plans through resolution.
• Ensure teams follow agreed recruiting processes, quality standards, client policies, and applicable compliance and data privacy requirements.

Strategic Leadership and Cross-Functional Collaboration

• Partner with senior leadership to shape delivery strategy, strengthen operating practices, and support scalable growth.
• Collaborate with sales, account management, finance, HR, technology, and quality teams to improve program outcomes.
• Share successful practices across programs and lead initiatives that strengthen PSG’s RPO delivery capabilities.

Competencies:

• Strong understanding of recruiting workflows, sourcing strategies, talent pipelines, and recruiting funnel performance.
• Proven ability to meet client hiring objectives and service commitments while improving productivity, quality, and financial performance.
• Strong client relationship management skills, including executive communication, business reviews, escalation management, and negotiation.
• Demonstrated ability to coach leaders, build accountable teams, and manage performance through changing business demands
• Strong analytical skills, with the ability to translate operational data into decisions and measurable improvements.
• Excellent spoken and written communication skills.

Experience:

• Approximately eight or more years of progressive experience in RPO, recruiting operations, or talent acquisition delivery.
• Demonstrated experience leading multiple client programs and managing operational leaders and medium to large recruiting teams.
• Experience managing program budgets, capacity plans, delivery costs, and profitability.
• Experience launching, transitioning, or scaling RPO/recruitment programs preferred.
• Experience with applicant tracking systems, recruiting technologies, and performance reporting tools.

Work Requirements

• On-site role.
• Must be available to work U.S. business hours aligned with assigned client programs.

What Do You Think?

Does your experience reflect what it takes to be successful in this role? Do the work and challenges get you excited about what's possible?