Assistant Manager / Manager - Recruitment

• 8-Hour Shifts, Fixed Weekends Off
• Day 1 HMO with 2 of your dependents covered for FREE
• Medical Cash Allowance
• Rice Allowance
• Clothing Allowance
• Free Lunch Daily
• Paid Time Off
• Training and Staff Development
• Employee Engagement Activities
• Opportunities for Internal Mobility

Job Purpose

Reporting to the Senior Manager for Talent Acquisition, the Recruitment Assistant Manager/Manager will act as primary liaison and point of contact between the business and the Talent Acquisition Team.

• Lead and execute end-to-end recruitment for high-volume frontliner roles and critical operations support positions (Supervisor to Manager level), ensuring timely and quality hires aligned with business needs.
• Conduct regular behavioral coaching, performance evaluations, and provide mentorship to recruiters.
• Serve as the primary point of escalation for recruitment-related issues and ensure team adherence to processes, SLAs, and regulatory requirements.
• Ensure strict compliance with recruitment procedures, documentation, and data accuracy within the ATS and reporting systems.
• Ensure all candidate endorsements are aligned with in-take discussions, job requirements, and critical hiring timelines.
• Serve as the talent gatekeeper, ensuring roles are filled with the right talent at the right time, with strong alignment to organizational cultural and performance expectations.
• Apply expertise in behavioral interviewing, competency assessment, and high-volume screening techniques.
• Implement structured training, scorecards, and performance metrics to drive recruiter effectiveness.
• Ensure alignment of team goals with overall HR objectives and SLAs.
• Prepare and submit weekly recruitment progress reports to the Senior HR Manager.
• Develop and execute talent Acquisition strategies aligned with workforce plans and business goals.
• Work collaboratively with the Talent Acquisition Sourcing Lead to proactively build talent pipelines for all roles managed by the assigned team.
• Analyze market trends, competitor hiring patterns, and compensation benchmarks to advice on recruitment strategies.
• Drive optimization of ATS usage and ensure systems are accurate, updated, and effectively support recruitment workflows.
• Analyze feedback and lead initiatives to improve the overall recruitment experience, reduce hiring friction, and boost service quality.
• Recommend and implement process improvements to streamline high-volume hiring.
• Perform other tasks and responsibilities assigned by the immediate superior from time to time
• Use, protect and disclose patients’ protected health information (PHI) only in accordance with Health Insurance Portability and Accountability Act (HIPAA) standards

• Bachelor's Degree in Human Resources, Psychology, business or related field.
• Minimum of 8 years progressive recruitment experience, with in-depth experience in high-volume recruitment gained from the BPO industry; RCM experience, preferred.
• Must have at least 2 years of managerial experience leading a recruitment team or performing similar responsibilities.
• Proven ability to influence stakeholders, drive process improvements, and lead a high-performing team.
• Skilled in behavioral interviewing, competency-based assessment, and healthcare-specific sourcing strategies.
• Proficient in applicant tracking systems (ATS), recruitment analytics, and employer branding tools.
• Excellent communication, interpersonal, and organizational skills.
• Proven ability to remain calm, composed, and professional while managing fast‑paced recruitment operations.

• Work Set-Up: Onsite
• Physical Demands: While performing the duties of this job, the employee is occasionally required to move around the work area; Sit; perform manual tasks; operate tools and other office equipment such as computer, computer peripherals and telephones; extend arms; kneel; talk and hear.
• Mental Demands: The employee must be able to follow directions, collaborate with others, and handle stress.
• Work Environment: The noise level in the work environment is usually minimal.

Med-Metrix will not discriminate against any employee or applicant for employment because of race, color, religion, (including gender identity, and sexual orientation), parental status, national origin, disability, genetic information (including family medical history), political affiliation, military service, veteran status, other non-merit based factors, or any other characteristic protected by federal, state or local law.