Regional Recruiting Manager

Job Description

Job Description

Overview

Company Overview:

Allied Universal®, North America’s leading security and facility services company, offers rewarding careers that provide you a sense of purpose. While working in a dynamic, welcoming, and collaborative workplace, you will be part of a team that contributes to a culture that positively impacts the communities and customers we serve.

Job Description

 

Allied Universal is seeking an experienced, results driven Recruiting Manager to lead recruiting and onboarding operations supporting our Washington, DC and Northern Virginia branches.

We are looking for a strong leader of people and leader of process who can develop teams, drive accountability, and ensure consistent execution of recruitment, hiring, and onboarding practices.

 

This role is responsible for ensuring recruitment and hiring processes, compliance requirements, technology, and sourcing resources are effectively utilized to deliver talent in a timely manner.

 

The Recruiting Manager will oversee a team of Regional Recruiters, Candidate Experience Specialists (CES), and Onboarding Specialists (OBS), employees responsible for recruiting/ interviewing/ hiring, managing the post offer pipeline and facilitating New Employee Orientation (NEO).

 

The Recruiting Manager is accountable for balancing speed, quality, candidate experience, and retention while ensuring hiring keeps pace with current staffing requirements and planned growth.

 

Location: Washington, DC Office
Territory Supported: Washington, DC and Northern Virginia

Based in Washington DC Office, Monday-Friday, No remote/ work from home 

Some Travel Required

$70,968.00

 

 

Key Responsibilities

People Leadership & Team Development

• Provide direct leadership and oversight to Regional Recruiters, Candidate Experience Specialists, and Onboarding Specialists.

• Manage and develop a team of exempt and non-exempt employees, establishing clear performance expectations and accountability.

• Coach, mentor, and develop team members to improve productivity, performance, and professional growth.

• Monitor individual and team performance, provide ongoing feedback, and address performance concerns through coaching and corrective action.

• Oversee employee scheduling, workload distribution, attendance, and daily operational priorities.

• Foster a culture of accountability, collaboration, continuous improvement, and exceptional service.

Recruiting Operations & Performance

• Oversee full life cycle recruiting operations to meet hiring goals and business staffing requirements.

• Ensure recruiting resources, sourcing strategies, and technology are effectively utilized to maximize candidate flow and hiring results.

• Monitor recruiting metrics, including candidate outreach, interviews, offers, hiring activity, and time-to-fill.

• Identify recruiting challenges, performance gaps, and process inefficiencies, implementing solutions to improve results.

• Partner with branch and regional leadership to understand current staffing needs, anticipated vacancies, and future growth.

• Ensure recruiting efforts are aligned with business priorities, hiring deadlines, and operational demands.

Candidate Experience & Post Offer Pipeline

• Oversee the post offer pipeline, ensuring candidates progress efficiently through preemployment requirements and onboarding.

• Manage Candidate Experience Specialists responsible for candidate communication, background screening coordination, employment verifications, and preemployment documentation.

• Monitor pipeline activity to identify delays, incomplete requirements, and barriers to onboarding.

• Ensure candidates receive timely communication and a consistent, positive experience throughout the hiring process.

• Drive accountability for timely completion of preemployment requirements, including state specific licensing, to minimize delays and candidate loss.

New Employee Orientation (NEO) & Onboarding

• Provide direct oversight and management of Onboarding Specialists (OBS) responsible for facilitating New Employee Orientation (NEO).

• Ensure NEO classes are properly scheduled, staffed, and conducted in accordance with company standards.

• Monitor NEO attendance, completion rates, training requirements, and onboarding timelines.

• Ensure Onboarding Specialists accurately complete all required orientation modules, employment documentation, and compliance requirements.

• Identify and address performance gaps, incomplete training, documentation errors, and process inconsistencies.

• Ensure new hires successfully transition from orientation to on-the-job training and deployment.

• Partner with branch operations, training, and human resources to resolve onboarding challenges and maintain operational readiness.

Process Management & Compliance

• Ensure consistent execution of established recruiting, hiring, and onboarding processes.

• Maintain compliance with federal, state, and local employment laws, company policies, and contractual hiring requirements.

• Ensure accurate candidate records, documentation, and status updates within recruiting and onboarding systems.

• Monitor adherence to established workflows and identify opportunities to improve process efficiency and accuracy.

• Leverage recruiting technology, reporting tools, and Applicant Tracking Systems to monitor performance and maintain operational visibility.

• Support process changes, system enhancements, and new initiatives through effective communication, training, and implementation.

Business Partnership & Communication

• Build strong working relationships with branch management, operations, human resources, and regional leadership.

• Provide regular updates on recruiting performance, hiring progress, pipeline challenges, and staffing risks.

• Proactively identify hiring challenges and recommend solutions to support business needs.

• Serve as a point of escalation for recruiting and onboarding issues requiring leadership intervention.

• Balance competing priorities while maintaining a high level of service and responsiveness

 

Qualifications:

• Over the age of 21 with valid drivers license and abilty to travel to DC and Norther VA branches. 
• Minimum of three (3) years of full life cycle, high-volume recruiting experience, preferably supporting a large, hourly workforce.

• Minimum of two (2) years of direct people management experience, including leading, coaching, developing, and managing the performance of a team of non-exempt (hourly) employees.

• Strong understanding of the full recruitment and onboarding lifecycle, including sourcing, screening, interviewing, hiring, pre-employment requirements, New Employee Orientation, and onboarding.

• Experience managing recruitment operations, including hiring pipelines, productivity, compliance, and process improvement.

• Proficiency with Applicant Tracking Systems (ATS), preferably iCIMS, and the ability to leverage recruiting technology to improve efficiency and results.

• Knowledge of employment laws, civil rights legislation, compliance requirements, hiring practices, and company policy implementation.

• Demonstrated ability to analyze recruiting metrics, identify performance gaps, implement corrective actions, and drive results.

• Ability to balance hiring speed, candidate quality, candidate experience, and retention while meeting business staffing needs.

• Strong leadership, judgment, and decision-making skills, with the ability to coach employees, influence hiring managers, and partner with senior leadership.

• Proven ability to manage competing priorities, meet deadlines, and adapt to changing business needs in a fast-paced environment.

• Proficiency in Microsoft Office applications and the ability to effectively utilize recruiting and workforce management technology.

• Excellent written and verbal communication, organizational, and relationship management skills.

• Ability to exercise independent judgment, maintain confidentiality, and handle sensitive employee and candidate information appropriately.

What Success Looks Like:

The successful Recruiting Manager will build and maintain a high-performing team that consistently meets hiring goals, executes established processes, maintains compliance, and delivers a positive candidate experience.

 

This leader will ensure candidates move efficiently from application through hiring, pre-employment processing, New Employee Orientation, and deployment while maintaining quality and accountability at every stage.

Success in this role requires more than recruiting expertise. It requires the ability to lead people, manage daily operations, enforce accountability, improve processes, and deliver measurable results in a fast paced, high-volume hiring environment.

 

Leader of People. Leader of Process. Accountable for Results.

 

BENEFITS:

• Medical, dental, vision, basic life, AD&D, and disability insurance
• Enrollment in our company’s 401 (k) or Supplemental Income Plan, subject to eligibility requirements
• Eight paid holidays annually, five sick days, and four personal day
• Vacation time offered at an accrual rate of 3.08 hours biweekly. Unused vacation is only paid out where required by law.

Closing

Allied Universal® is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race/ethnicity, age, color, religion, sex, sexual orientation, gender identity, national origin, genetic information, disability, protected veteran status or relationship/association with a protected veteran, or any other basis or characteristic protected by law. For more information:

If you have difficulty using the online system and require an alternate method to apply or require an accommodation, please contact our local Human Resources department. To find an office near you, please visit:

Requisition ID

2026-1725617