Responsable de recrutement / Lead Recruiter F/H

Skilled Trades Recruiting Team Lead
Most recruiting leadership roles are built around supervision and reporting.

Yellowstone Local helps plumbing, HVAC, electrical, and construction companies hire the people who keep their businesses running. When they cannot hire, jobs go unfilled, customers wait, and revenue stops.

This role is for a proven recruiter who is ready to lead others, raise the standard, and take responsibility for recruiting performance across multiple clients.

You will lead a team of recruiters, coach their performance, maintain visibility across their pipelines, and ensure the recruiting strategy produces qualified candidates and hires. You will still stay close enough to the work to diagnose problems, inspect quality, and step in when the team needs leadership.

This is not a role for someone who wants to manage from a distance.

Yellowstone Local is building a high-performance, high-accountability team.

That does not mean creating unnecessary emergencies or measuring commitment by how late someone stays online. When performance drops, they find the cause. You will report directly to the Client Success Manager and work closely with them on client and job-level recruiting strategy.

The Client Success Manager owns the overall account strategy, client relationship, and direction of the hiring engagement. Your job is to translate that direction into strong recruiting execution.

Execute the agreed-upon recruiting strategy
Maintain urgency across every active pipeline
Identify stalled pipelines and performance problems early
Titles do not settle recruiting questions. You should challenge weak assumptions, bring pipeline data to the conversation, and recommend changes when appropriate. Once the CSM and recruiting leadership agree on the direction, you are responsible for making sure the team executes it completely.

They do not wait until a client complains or a monthly report exposes a weak pipeline. They identify the problem early, determine what needs to change, and lead the team through the correction.

You must be able to distinguish between someone who needs coaching, someone who needs greater clarity, and someone who is unwilling or unable to meet the standard.

Set clear expectations, inspect performance, provide direct feedback, and follow through until improvement occurs. Strong coaching here is practical and specific. Recruiting performance
Take responsibility for the recruiting performance of your team.

Determine whether the breakdown involves sourcing volume, candidate quality, response time, screening judgment, job positioning, compensation, interview speed, follow-up, market conditions, or client execution.

Do not allow weak performance to hide behind activity.

Turn the CSM’s client and job-level strategy into clear recruiting priorities, actions, and standards.

Which recruiting channels and sourcing methods should be used
Pipeline accountability

Maintain visibility across the team’s recruiting pipelines.

Identify stalled candidates, weak candidate flow, slow follow-up, poor conversion, and inconsistent pipeline management before those problems become client escalations.

Ensure recruiters move candidates through the process with urgency and keep accurate information inside our systems.

Candidate quality

Protect the quality of every candidate presented to a client.

You will review quality, identify patterns, and coach recruiters when their evaluation standards are too weak or inconsistent.

Create consistency across the recruiting team.

Recruiting quality should not depend on which recruiter happens to own the job. You will help turn strong individual recruiting practices into repeatable team standards.

Work closely with Client Success, recruiting operations, sourcing, support, and leadership to remove hiring roadblocks and improve results.

We do not say, “That is not my job,” when a client or candidate outcome is at risk. It means refusing to ignore a problem simply because it sits outside your immediate responsibility.

Leaders here do not manage only through reports.

You should understand the condition of the pipelines, the performance of your recruiters, the obstacles affecting priority jobs, and the actions being taken to improve results.

Recruiting decisions should be informed by pipeline data, candidate conversations, market conditions, and client feedback.
You must be able to separate assumptions from facts and explain why you believe a recruiting approach should continue or change.

Once the direction is decided, the team commits and executes without passive resistance or continued debate.

You are expected to evaluate it honestly, make adjustments, and continue improving your recruiting and leadership abilities.

Recruiters understand their priorities and performance expectations
Candidate submissions consistently meet the quality standard
Pipeline problems are identified before clients escalate them
Recruiters improve because of your coaching
The CSM has confidence in the recruiting team’s execution
Recruiting decisions are supported by data and sound judgment
You can explain exactly where performance is breaking down and what is being done about it
Has already demonstrated strong full-cycle recruiting ability
Enjoys coaching recruiters and raising performance standards
Understands recruiting funnels and conversion points
Can balance data with sound recruiting judgment
Is highly organized in a remote environment
Can follow strategic direction while taking full ownership of execution
Takes pride in being surrounded by people who care deeply about the quality of their work
Wants a leadership title without owning team performance
Needs constant direction to determine what should happen next
Prefers managing reports over developing people
You must be comfortable using technology to monitor activity, maintain pipeline visibility, communicate with the team, inspect recruiting quality, and improve performance.

45,000 to $55,000 annually, depending on experience, recruiting expertise, and demonstrated leadership ability.

Blue Cross Blue Shield medical insurance with strong plan coverage
Flexible PTO, typically 12 to 15 days
Standard company holidays
Twelve weeks of maternity leave
Fully remote work environment

Be prepared to discuss specific recruiting outcomes you have produced, recruiters you have helped improve, difficult performance problems you have addressed, and how you diagnose a recruiting pipeline that is not producing hires.

Three or more years of recruiting or talent acquisition experience
Proven full-cycle recruiting experience
Strong understanding of sourcing, screening, candidate evaluation, pipeline management, and hiring funnels
Experience mentoring, coaching, or leading recruiters strongly preferred
Excellent written and spoken English
Ability to analyze recruiting data and diagnose performance problems
Ability to lead a remote team and maintain accountability
Experience recruiting for skilled trades, construction, home services, or other blue-collar positions
Experience managing recruiting across multiple clients, locations, or job openings
Experience using AI tools to improve recruiting execution and team productivity
Experience using recruiting metrics and pipeline data to coach performance
Yellowstone Local is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment regardless of race, color, religion, gender, gender identity, sexual orientation, national origin, genetics, disability, age, or veteran status. #