{"id":2559931,"url":"https://alion.io/job/yellowstone-local-lead-recruiter","title":"Lead Recruiter","company":{"id":684517,"name":"Yellowstone Local","domain":"yellowstonelocal.com","url":"https://alion.io/company/yellowstonelocal","size_band":null,"is_staffing_agency":true,"employer_type":"agency","is_intermediary":false,"listed_via":null,"ats_vendor":"Recruitee","truth_index":{"grade":"B","score":75,"open_postings":39,"ghost_share":0,"stale_share":1,"repost_share":0,"time_to_fill_p50_days":30,"computed_at":"2026-11-01T06:10:25Z"}},"role":"HR","role_family":"HR","seniority":"lead","employment_type":null,"work_mode":"remote","remote_scope":"stated_countries","remote_scope_basis":"board_field","remote_working_hours":null,"hiring_geo_confidence":"structured","locations":["Austin, United States"],"countries":["US"],"hiring_countries":["US"],"hiring_countries_total":1,"salary":{"min":45000,"max":55000,"currency":"USD","period":"year","gross":null,"usd_annual":55000},"salary_estimate":null,"experience_years_min":null,"visa_sponsorship":false,"relocation_package":false,"has_equity":false,"technologies":[{"name":"Google Workspace","optional":false},{"name":"HubSpot","optional":false},{"name":"Slack","optional":false}],"status":"live","first_seen_at":"2026-08-24T19:41:58Z","employer_posted_date":"2026-08-24","last_verified_at":"2026-11-02T02:22:19Z","board_verified":true,"closed_at":null,"days_open":69,"trust":{"level":"ok","repost_count":null,"flags":[],"days_open":69},"description":"Skilled Trades Recruiting Team Lead\nMost recruiting leadership roles are built around supervision and reporting.\nThis one is built around results.\nYellowstone 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.\nThis role is for a proven recruiter who is ready to lead others, raise the standard, and take responsibility for recruiting performance across multiple clients.\nYou 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.\nThis is not a role for someone who wants to manage from a distance.\nThe Environment\nYellowstone Local is building a high-performance, high-accountability team.\nThat does not mean creating unnecessary emergencies or measuring commitment by how late someone stays online. It means we set a high standard, communicate directly, move quickly, and take ownership of outcomes.\nWe expect leaders to know what is happening inside their teams. When performance drops, they find the cause. When standards slip, they address it. When the strategy is not working, they bring evidence and recommend a better approach.\nWe give capable people meaningful responsibility, direct access to leadership, room to make decisions, and the opportunity to grow as the company grows. In return, we expect strong judgment, disciplined execution, coachability, and a serious commitment to the client outcome.\nThis is not a clock-watching environment. There will be demanding periods when a client problem, hiring need, or team issue requires additional attention. Leaders are expected to stay engaged until the situation is stabilized. We do not glorify hours for their own sake, but we do expect people to rise to the occasion when the work requires it.\nWe operate like a high-performing team. Roles are clear. Feedback is direct. Results matter. Strong performers earn greater trust, responsibility, and opportunity.\nYour Role\nYou will report directly to the Client Success Manager and work closely with them on client and job-level recruiting strategy.\nThe 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.\nYou will ensure that recruiters:\nUnderstand the client’s hiring priorities\n\nExecute the agreed-upon recruiting strategy\n\nMaintain urgency across every active pipeline\n\nProperly evaluate candidates before submission\n\nCommunicate important market and candidate insights\n\nIdentify stalled pipelines and performance problems early\n\nAdjust their execution when the results show that something is not working\n\nYou are not expected to blindly follow a strategy that is failing. Titles do not settle recruiting questions. Evidence, judgment, and results do.\nYou 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.\nThe Standard You Will Set\nOur clients are skilled trades owners running real businesses. They do not need recruiters who simply post jobs, collect resumes, and provide activity updates.\nThey need recruiters who understand the labor market, recognize qualified talent, create candidate interest, and move the hiring process forward with authority.\nYour team must instill confidence.\nThat confidence is earned by understanding the client’s needs, knowing what is happening in the market, communicating clearly, and taking action before the client has to ask.\nThe best leaders here anticipate problems. 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.\nYou will be expected to hold recruiters accountable without avoiding difficult conversations. 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.\nThe goal is not to pressure people for the sake of pressure. The goal is to build recruiters who are capable, confident, accountable, and consistently effective.\nWhat You Will Own\nRecruiter leadership and development\nLead, coach, and develop a team of recruiters responsible for skilled trades hiring across multiple clients.\nSet clear expectations, inspect performance, provide direct feedback, and follow through until improvement occurs. Strong coaching here is practical and specific. You will not simply tell someone to improve. You will show them where the breakdown is, what must change, and how their progress will be measured.\nRecruiting performance\nTake responsibility for the recruiting performance of your team.\nWhen hiring results slow down, diagnose the cause. 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.\nDo not allow weak performance to hide behind activity.\nStrategy execution\nTurn the CSM’s client and job-level strategy into clear recruiting priorities, actions, and standards.\nEnsure every recruiter understands:\nWhich positions matter most\n\nWhat a qualified candidate looks like\n\nWhich recruiting channels and sourcing methods should be used\n\nWhat is preventing the client from hiring\n\nWhat needs to happen next\n\nWhat success looks like\n\nPipeline accountability\nMaintain visibility across the team’s recruiting pipelines.\nIdentify stalled candidates, weak candidate flow, slow follow-up, poor conversion, and inconsistent pipeline management before those problems become client escalations.\nEnsure recruiters move candidates through the process with urgency and keep accurate information inside our systems.\nCandidate quality\nProtect the quality of every candidate presented to a client.\nRecruiters must properly evaluate experience, qualifications, communication ability, motivation, compensation expectations, availability, and overall fit before making a submission.\nYou will review quality, identify patterns, and coach recruiters when their evaluation standards are too weak or inconsistent.\nTeam standards\nCreate consistency across the recruiting team.\nRecruiting quality should not depend on which recruiter happens to own the job. Clients should receive the same level of judgment, urgency, communication, and execution from every member of the team.\nYou will help turn strong individual recruiting practices into repeatable team standards.\nCross-functional execution\nWork closely with Client Success, recruiting operations, sourcing, support, and leadership to remove hiring roadblocks and improve results.\nYou are expected to communicate directly, surface problems early, and avoid allowing issues to bounce between departments without clear ownership.\nIf a problem crosses team lines, you remain involved until the right owner is established and the next action is clear.\nHow We Work\nWe own outcomes\nWe do not say, “That is not my job,” when a client or candidate outcome is at risk. We find the right person, create clarity, and keep the issue moving.\nOwnership does not mean doing everyone else’s work. It means refusing to ignore a problem simply because it sits outside your immediate responsibility.\nWe maintain high standards\nGood intentions and high activity do not replace results.\nWe expect accurate work, strong candidate judgment, disciplined follow-up, and clear communication. When something falls below the standard, we address it directly and correct it.\nWe stay close to the details\nLeaders here do not manage only through reports.\nYou 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.\nWe use evidence\nRecruiting decisions should be informed by pipeline data, candidate conversations, market conditions, and client feedback.\nYou must be able to separate assumptions from facts and explain why you believe a recruiting approach should continue or change.\nWe challenge and commit\nWe expect people to speak up when they disagree with a strategy or see a better path. Bring evidence, explain your reasoning, and have the conversation directly.\nOnce the direction is decided, the team commits and executes without passive resistance or continued debate.\nWe get better\nHigh performers are coachable.\nYou will receive direct feedback from leadership and the CSM. You are expected to evaluate it honestly, make adjustments, and continue improving your recruiting and leadership abilities.\nWhat Success Looks Like\nYou are succeeding when:\nRecruiters understand their priorities and performance expectations\n\nCandidate submissions consistently meet the quality standard\n\nPipeline problems are identified before clients escalate them\n\nRecruiters improve because of your coaching\n\nPriority candidates move through the process with urgency\n\nThe CSM has confidence in the recruiting team’s execution\n\nRecruiting decisions are supported by data and sound judgment\n\nClient hiring outcomes improve\n\nYou can explain exactly where performance is breaking down and what is being done about it\n\nYour team operates with increasing independence, consistency, and accountability\n\nWho This Role Is For\nHas already demonstrated strong full-cycle recruiting ability\n\nWants to be measured by outcomes, not activity\n\nTakes responsibility without waiting for permission\n\nEnjoys coaching recruiters and raising performance standards\n\nCan hold direct accountability conversations\n\nStays calm and decisive when results are under pressure\n\nUnderstands recruiting funnels and conversion points\n\nCan balance data with sound recruiting judgment\n\nCommunicates clearly and confidently\n\nIs highly organized in a remote environment\n\nCan follow strategic direction while taking full ownership of execution\n\nWants greater responsibility and is prepared for the expectations that come with it\n\nTakes pride in being surrounded by people who care deeply about the quality of their work\n\nThis role is not for someone who:\nWants a leadership title without owning team performance\n\nAvoids uncomfortable conversations\n\nWaits for someone else to identify or solve problems\n\nConfuses activity with progress\n\nNeeds constant direction to determine what should happen next\n\nPrefers managing reports over developing people\n\nWants to remain primarily an individual contributor\n\nBecomes defensive when receiving direct feedback\n\nChecks out when the work becomes difficult or the team is under pressure\n\nTechnology Expectations\nOur work runs through systems.\nSlack, HubSpot, Recruitee, Google Workspace, and AI tools are part of daily operations. You must be comfortable using technology to monitor activity, maintain pipeline visibility, communicate with the team, inspect recruiting quality, and improve performance.\nTechnology is not separate from the role. It is how the role is performed.\nCompensation and Benefits\nCompensation\n$45,000 to $55,000 annually, depending on experience, recruiting expertise, and demonstrated leadership ability.\nBenefits\nBlue Cross Blue Shield medical insurance with strong plan coverage\n\nFlexible PTO, typically 12 to 15 days\n\nStandard company holidays\n\nTwelve weeks of maternity leave\n\nFully remote work environment\n\nHow to Apply\nSubmit your resume and complete the screening process.\nQualified applicants will be invited to interview with our leadership team. Be prepared to discuss specific recruiting outcomes you have produced, recruiters you have helped improve, difficult perfor...","description_format":"text","description_chars":13653,"description_truncated":true,"requirements":{"experience_years_min":null,"management_years_min":null,"team_size_min":null,"manages_managers":false,"education":null,"security_clearance":false,"languages":[{"language":"English","level":"All levels","optional":false}]},"benefits":["Health insurance"],"hiring_locations":[{"name":"United States","iso":"US","kind":"country"}],"hiring_excludes":[],"relocation_offered":false,"industries":[],"lifecycle":[{"event":"open","at":"2026-10-14T20:20:59Z"}],"visa":[],"liveness":{"score":7,"band":"cold","label":"Long shot","p_open":1,"p_active":0.257,"p_room":0.28,"age_days":68,"expected_fill_days":30,"reasons":["conf:0","agency","stale_co","win:tail","crowd:brand"],"computed_at":"2026-11-01T06:10:25Z"},"pay":{"stated_usd_annual":55000,"is_top_pay":false},"html_url":"https://alion.io/job/yellowstone-local-lead-recruiter","json_url":"https://alion.io/job/yellowstone-local-lead-recruiter.json","meta":{"generated_at":"2026-11-02T03:57:30Z","cache_seconds":300,"methodology":"https://alion.io/methodology","terms":"https://alion.io/terms","contact":"https://alion.io/contact","api":"https://alion.io/developers","about":"Alion is a live layer of people, companies and AI agents: who they are, whether they are real and active right now, what they do and how to work with them, readable by people and by agents and paid per call.","catalog":"https://alion.io/catalog.json","usage":{"tier":"crawler_verified","counted_by":"address","units_charged":1,"used_today":5840,"day_limit":null,"remaining_today":null,"minute_limit":300,"resets_at":"2026-11-03T00:00:00Z"}},"offers":[{"id":"company.slices","title":"One company in depth, by slice","status":"live","price":{"credits":0.02,"usd":0.002,"plus_per_slice":{"credits":0.05,"usd":0.005}},"unit":"per company, plus each slice with data","note":"the employer in depth","call":{"mcp_tool":"get_company","arguments":{"id":684517},"rest":"https://alion.io/mcp/rest/get_company?id=684517"},"human":"https://alion.io/catalog?offer=company.slices&for=job%2Fyellowstone-local-lead-recruiter"},{"id":"market.stats","title":"A market slice: pay, demand and time to fill","status":"live","price":{"credits":1,"usd":0.1},"unit":"per slice","note":"pay, demand and time to fill for this role and place","call":{"mcp_tool":"market_stats"},"human":"https://alion.io/catalog?offer=market.stats&for=job%2Fyellowstone-local-lead-recruiter"},{"id":"job.search","title":"Open jobs by role, technology, place, pay and visa","status":"live","price":{"credits":0.02,"usd":0.002},"unit":"per posting in a list","note":"similar open postings","call":{"mcp_tool":"search_jobs"},"human":"https://alion.io/catalog?offer=job.search&for=job%2Fyellowstone-local-lead-recruiter"},{"id":"company.verify","title":"Is this company real and active right now","status":"pilot","price":null,"unit":"per company","request":{"url":"https://alion.io/catalog/request","method":"POST","body":"{\"offer\": \"company.verify\", \"for\": \"job/yellowstone-local-lead-recruiter\", \"note\": \"what you need it for\"}"},"human":"https://alion.io/catalog?offer=company.verify&for=job%2Fyellowstone-local-lead-recruiter"}],"agent":{"mcp":"https://alion.io/mcp/jobs","mcp_open":"https://alion.io/mcp/open","next":[{"tool":"get_job","arguments":{"id":2559931}},{"tool":"search_jobs","arguments":{"company":"yellowstonelocal.com","detail":"compact"}},{"tool":"match_people","arguments":{"job_id":2559931},"note":"people open to offers who fit this vacancy"}],"note":"The same data through MCP tools: https://alion.io/mcp/open needs no sign-in (compact searches, postings, people); https://alion.io/mcp with an Alion account has everything. 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