Über diese Director of Recruiting Stelle bei Computercare
As a key member of the ComputerCare People Operations team, the Director of Recruiting owns the full recruiting lifecycle across technical, operational, and customer-facing roles. This position is responsible for building strong talent pipelines and partnering closely with hiring leaders to support the company’s rapid growth.
The Director of Recruiting plays a critical role in helping ComputerCare scale while maintaining our commitment to exceptional service, accountability, and teamwork. Success in this role requires strong operational discipline, proactive sourcing, and the ability to manage multiple searches simultaneously while delivering an outstanding candidate experience.
This role supports approximately 70+ annual hires, requiring the ability to manage 10–20 active requisitions simultaneously while maintaining strong candidate experience and hiring quality. Most requisitions are hourly, technician-level field and repair roles that require continual pipeline replenishment; a smaller number are salaried technical, operational, and leadership hires that require a more strategic, consultative approach, including occasional roles supporting ComputerCare’s teams in Ireland, Singapore, and India.
Values in Action
We instead of me. Be accountable. Take initiative. Act with empathy. Embrace curiosity. Do the right thing.
The Director of Recruiting models and reinforces ComputerCare’s values through the hiring process by:
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Delivering a service-oriented candidate experience that reflects the company’s commitment to customers and employees.
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Demonstrating integrity and accountability in hiring practices and candidate evaluation.
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Partnering with hiring managers to ensure hiring decisions reflect the collaborative culture of ComputerCare.
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Continuously improving recruiting processes to support the company’s growth and operational excellence.
What You'll Do
Essential Duties
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Manage full-cycle recruiting across multiple departments, including Repair, IT, Sales, and Operations. Spans both high-volume hourly/field hiring and salaried technical, operational, and leadership searches.
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Maintain an active pipeline of qualified candidates to support ongoing hiring needs.
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Partner with hiring managers to define role requirements, success profiles, and hiring plans aligned with company growth.
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Drive an efficient recruiting process that balances hiring speed with candidate quality.
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Manage communication and scheduling throughout the candidate journey to ensure a positive experience.
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Track key recruiting metrics (e.g., time-to-fill, pipeline conversion, source effectiveness) to improve hiring outcomes and share insights with leadership.
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Serve as the primary point of contact for sourcing and screening on assigned requisitions, ensuring candidates are evaluated and represented consistently before being introduced to hiring managers or executive leadership.
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Own and independently present a standing recruiting update to the Executive Leadership Team, translating pipeline and hiring data into resourcing recommendations.
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Maintain a high level of confidentiality and discretion regarding all matters, data and documents.
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Ensure the hiring process reflects ComputerCare’s commitment to service, integrity, and professionalism.
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Maintain and update job descriptions and specifications to reflect evolving organizational needs and attract the right talent.
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Build and maintain talent pipelines for frequently hired roles including repair technicians, IT support, sales, and operations positions.
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Manage requisition workflow, interview coordination, and offer processes to maintain hiring velocity.
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Provide hiring leaders with market insight regarding compensation, talent availability, and competitive trends.
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Conduct reference checks as needed to confirm the suitability and integrity of potential hires.
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Develop and execute creative sourcing strategies using job boards, referrals, professional networks, and other proactive channels.
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Represent ComputerCare professionally in community and industry events to strengthen the company’s reputation as an employer.
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Organize and participate in career fairs, networking events, and community initiatives, representing the company and building a strong talent pipeline.
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Stay informed on industry trends and labor market conditions to maintain a competitive recruiting strategy.
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Screen candidates for technical capability and cultural alignment, ensuring a structured and equitable selection process.
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Provide training and coaching to hiring managers on interview techniques, candidate evaluation, and best practices for delivering an exceptional candidate experience.
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Maintain accurate, organized data within the applicant tracking system (ATS). ComputerCare’s system of record is Lever.
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Collaborate with HR and business leaders to advance diversity, equity, and inclusion (DEI) in all recruiting practices.
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Support the facilitation of new hire orientation sessions and onboarding activities.
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Perform other duties as assigned by leadership.
Roles & Responsibilities
What You'll Bring
7-10 years of full-cycle recruiting experience, ideally within a physical asset management, field services, or multi-site operations environment.
Demonstrated ability to manage 10–20 concurrent requisitions in a fast-paced environment.
Comfortable partnering with, and when necessary, respectfully challenging, senior leadership and hiring managers on role scope, sourcing channels, and candidate quality.
Bachelor’s degree in Human Resources, Business Administration, or related field (or equivalent experience).
Proven ability to source and engage candidates across multiple platforms.
Experience partnering with hiring managers and influencing hiring decisions.
Excellent organizational and time management skills; able to manage multiple requisitions simultaneously.
Strong interpersonal and communication skills with a focus on relationship-building and candidate care.
Proficiency with applicant tracking systems (ComputerCare’s system of record is Lever) and sourcing tools (e.g., LinkedIn Recruiter).
Experience recruiting across technical and non-technical roles is a plus!
What does success look like?
Maintaining strong candidate pipelines for critical roles
Achieving recruiting timelines that support operational needs
Delivering a professional and responsive candidate experience
Building trusted partnerships with hiring managers, and proactively building relationships across the executive team within the first 90 days
Contributing to continuous improvement of recruiting practices
Delivering a standing, ELT-ready recruiting report independently
