Full-Cycle Recruiting 

• Manage full-cycle recruiting for open roles across all practice areas and levels, from intake through start date. 

• Conduct intake meetings with hiring managers to define role requirements, evaluation criteria, interview panels, and decision timelines. 

• Screen, assess, and advance candidates against agreed criteria. 

• Manage the interview process, including scheduling, panel coordination, and debriefs. 

• Carry a steady-state load of 8 to 12 concurrent searches, scaling during peak hiring periods. 

• Extend offers and manage candidate negotiations within compensation ranges approved by the HR Director. 

• Manage the pre-employment process, including background checks, references, and offer contingencies. 

• Coordinate handoff to Team People for onboarding. 

• Identify and escalate stalled searches, including the underlying cause, whether related to role profile, compensation, process, or market conditions. 
  
  

Job Descriptions and Market Insight 

• Draft and maintain job descriptions for all open roles in partnership with hiring managers. 

• Maintain the firm's job description library and ensure consistency across practice areas and levels. 

• Provide market data and compensation recommendations to the HR Director to inform range setting. 

• Advise hiring managers on market conditions affecting a specific search, including salary expectations, candidate availability, and competitor hiring activity. 

• Flag to the HR Director when the firm's compensation ranges appear out of step with the market or when an offer presents internal equity risk. 

• Maintain current knowledge of talent trends in consulting and professional services. 
  
  

Sourcing and Pipeline Development 

• Source candidates directly using LinkedIn Recruiter, including complex Boolean and filtered search, in-platform projects, and outbound messaging. 

• Build and maintain pipelines for recurring and hard-to-fill roles in advance of requisition approval. 

• Document sourcing approaches by level and practice area. 

• Maintain a candidate CRM and an alumni database, and re-engage former employees and prior finalists. 

• Administer the employee referral program, including tracking, payout processing, and internal promotion. 

• Manage agency and search firm relationships, including fee terms, guarantee periods, candidate ownership terms, and vendor performance. 
  
  

Hiring Plan Support and Reporting 

• Report search status to hiring managers on a daily to weekly cadence. 

• Provide the HR Director and the management team with regular reporting on open requisitions, pipeline health, and risks to the hiring plan. 

• Report time-to-fill and pipeline conversion, and recommend additional recruiting metrics appropriate to the firm's size. 

• Support the HR Director in building and maintaining the firm's hiring plan, using inputs from Operations and Finance including utilization, bench, and sold work. 

• Support proposal and pursuit teams with named-personnel identification and contingent commitments as engagements require. 
  
  

Hiring Manager Enablement 

• Train hiring managers on structured interviewing, scorecards, evidence-based evaluation, and legal boundaries. 

• Develop and maintain process documentation and self-service resources for hiring managers. 

• Recommend recruiting process improvements and supporting business cases for tools, sourcing channels, and programs. 

• Coach contract or junior recruiting support as the firm adds capacity. 
  
  

University, Intern, and Veteran Programs 

• Maintain relationships at target schools, including career center contacts, faculty sponsors, and student veteran organization leads. 

• Run the firm's summer intern program, including cohort selection, program structure, evaluation, and full-time conversion. 

• Maintain the veteran and military transition pipeline and related organizational partnerships. 

• Track conversion rates by channel across university, intern, and veteran programs. 
  
  

Employer Brand and Candidate Experience 

• Own how the firm presents itself to candidates, including job postings, careers content, and interview experience. 

• Ensure every candidate has a consistent, professional experience regardless of outcome. 

• Represent the firm credibly to senior candidates and articulate the value of the McChrystal Group method. 

• Gather and act on candidate feedback to improve the process. 
  
  

Recruiting Systems and Data 

• Administer the applicant tracking system, including configuration, workflow design, and data hygiene. 

• Maintain accurate requisition, pipeline, and offer data. 

• Use AI tools to support sourcing, job posting quality, candidate communications, and interview documentation. 
  
  

Compliance 

• Maintain recruiting practices in compliance with employment law and internal policy, including consistent evaluation criteria and appropriate documentation. 

• Execute federal contractor recruiting requirements under VEVRAA and Section 503, including outreach and recordkeeping, state workforce agency job listings, self-identification invitations, and applicant flow data. 

• Support EEO-1 and VETS-4212 reporting. 

• Maintain records required for audits and reporting. 

• Support clearance-eligible hiring where engagements require it. 

• Handle confidential candidate and compensation information with discretion at all times. 

Education 

• Bachelor's degree in Human Resources, Business Administration, or a related field, or equivalent experience. 

• PHR, SPHR, SHRM-CP, or SHRM-SCP preferred. 

Experience 

• 6 or more years of in-house full-cycle recruiting experience. Agency experience combined with in-house experience is acceptable; agency-only experience is not a substitute.  

• Experience recruiting mid-career and senior professional roles. 

• Demonstrated experience negotiating and closing offers with candidates at all levels. 

• Working knowledge of compensation practices, including market data sources, benchmarking methodology, and internal equity. 

• Experience building candidate pipelines through direct outreach. 

• Experience drafting job descriptions in partnership with hiring managers. 

• Professional services or consulting recruiting strongly preferred. 

• Advanced LinkedIn Recruiter experience, including complex search construction and pipeline projects for hard-to-fill roles. 

• Applicant tracking system administration experience. Rippling preferred. 

• Federal contractor recruiting compliance experience, including OFCCP, VEVRAA, and Section 503, preferred. 

• Campus, early-career, or intern program experience preferred. 

• Agency and vendor management experience preferred. 

• Military or veteran pipeline familiarity preferred. 

• Experience using AI tools in recruiting workflows preferred. 

Skills 

• Strong negotiation skills, including the ability to manage compensation conversations with senior candidates, hold an approved range under pressure, and close offers while preserving the candidate relationship. 

• Strong working knowledge of compensation, including how to read market data, apply it to a specific role, and build a defensible recommendation. 

• Advanced sourcing skills, particularly LinkedIn Recruiter, for roles with a small qualified candidate population. 

• Ability to design structured interviews and scorecards and train hiring managers to use them. 

• Professional presence appropriate for representing the firm to senior candidates and partnering with practice leads. 

• Clear written and verbal communication, including candidate outreach and job postings. 

• Comfort with recruiting data and the ability to translate metrics into recommendations. 

• High attention to detail, particularly in compliance documentation. 

Abilities 

• Ability to manage a high volume of concurrent searches while maintaining candidate experience and data accuracy. 

• Ability to work independently, anticipate hiring needs, and follow through without close supervision. 

• Ability to set expectations with hiring managers and communicate constraints directly. 

• Ability to handle confidential candidate and compensation information with discretion at all times. 

• Ability to build and maintain external relationships that produce candidates over time. 

• Ability to establish and improve recruiting processes where limited process exists. 

• Ability to adapt to changing priorities and remain organized in a fast-paced environment.