Recruitment Team Lead

Position Description

This is a senior recruiting role with operational leadership responsibility. The Recruitment Team Lead owns the delivery engine of Janea's talent acquisition function ensuring that active consulting hiring needs are filled with exceptional speed and quality. You will lead a pod of recruiters, drive intake quality, own pipeline health across all active reqs, and be the person the business relies on when a client need is urgent.

This is not a coordinator role — it is an ownership role. You will be expected to set and maintain the standard for recruiting excellence across your pod, manage stakeholder relationships with hiring managers, and ensure the team is always operating at the frontier of what great recruiting looks like.

Qualifications

To be considered for this position, you must have the following qualifications:

• 5+ years of technical recruiting experience, with at least 2 years in a lead or senior individual contributor capacity
• Strong track record filling software engineering roles at a senior or specialist level, ideally in a consulting or services environment
• Experience managing a req load across multiple stakeholders simultaneously
• Demonstrated ability to run structured intake processes and hold hiring managers accountable to them
• Proven recruiter coaching or mentoring experience
• Highly organised with excellent prioritisation skills — able to manage competing demands without dropping quality
• Strong candidate experience instincts — understands that how we treat candidates reflects on the Janea brand

Ideal candidates will also have:

• Experience recruiting for a consulting firm, staffing business, or high-volume tech employer
• Comfort with recruiting data — able to track and present pipeline conversion rates, time-to-fill, and offer metrics
• Experience working cross-functionally with sourcing teams and coordinating shared resources

Responsibilities

• Own the end-to-end recruiting delivery process for all active consulting
• Lead and coach a pod of 2–3 recruiters, setting clear expectations and maintaining quality standards
• Drive intake quality — own the intake process, ensure briefs are thorough, and push back constructively when role definitions are unclear or unrealistic
• Manage pipeline health across all active reqs: monitor conversion rates, identify bottlenecks, and adjust prioritisation accordingly
• Own the hiring manager relationship for active searches — regular updates, feedback loops, and expectation management
• Coordinate with the Sourcing Lead to ensure sourcing capacity is allocated effectively