Recruiting Manager, Centerfield

• The ideal candidate has a proven track record in high-volume, performance-based acquisition, leveraging automation and marketing tactics to meet aggressive agent growth targets while rigorously maintaining independent contractor compliance
• This position requires a strategic thinker who can effectively manage a complex, automated talent funnel
• 5+ years of high-volume acquisition experience, with at least 2 years in a leadership role, specifically targeting 1099 independent contractors, gig workers, or sales agents
• Proven success building and scaling recruiting operations in a high-growth, fast-paced environment — ideally within Insurance, Call Center, or Sales-focused organizations
• Expertise in Automated/Marketing Recruiting: Deep understanding of leveraging Recruiting Marketing Platforms (RMPs), performance marketing, CRM functionality, and automated outreach to drive volume
• Deep understanding of recruiting data and metrics, with the ability to translate insights into actionable process improvements
• Skilled in stakeholder management and cross-functional collaboration with senior leadership
• Strong communication and coaching abilities — capable of developing both recruiters and hiring managers
• Proficiency in applicant tracking systems (Fountain ATS preferred) and Microsoft Office Suite
• Demonstrated ability to balance strategic priorities with hands-on operational execution

Desirable

• Centerfield is seeking a highly strategic, sales-minded, and volume-focused leader to join our Talent Acquisition team
• This role is crucial for scaling our operations by managing the end-to-end acquisition, vetting, and activation of hundreds of independent 1099 Agents monthly
• Partner closely with Operations and Sales leadership to forecast, design, and execute mass-market acquisition strategies necessary to secure hundreds of 1099 Agents monthly, directly tied to business volume needs
• Oversee and continuously optimize the high-volume agent funnel to maximize conversion rates from lead to activated contractor. Focus on reducing Cost Per Agent Activated (CPA) and Time to Activation (TTA)
• Coordinate with Marketing and Performance teams to design, manage, and scale talent attraction campaigns (e.g., paid media, affiliate programs, referrals) that treat agents as leads
• Ensure all acquisition, vetting, and onboarding processes strictly adhere to IRS 1099 Independent Contractor classification guidelines to eliminate co-employment risk
• Manage and optimize recruiting technology/systems (including Fountain ATS) for speed, compliance checks, and mass communication/onboarding of agents
• Track and analyze key performance indicators (KPIs) such as CPA, TTA, Funnel Conversion Rates, and Agent 30/60/90-day retention/performance to guide strategic investment
• Manage vendor and affiliate relationships (job boards, lead generation partners, background checks) to ensure massive volume, quality, and return on investment (ROI)
• Mentor and direct a team of recruiters/sourcers, shifting their focus from traditional W-2 "candidate experience" to a fast, self-service "agent onboarding" experience