Position Title: Call Center Recruitment Manager
Department: Human Resources / Talent Acquisition
Employment Type: Full-Time
Shift Timing: 8:30 PM IST to 5:30 AM IST
Working Days: Alternate Saturdays off
Role Overview
We are looking for an experienced Call Center Recruitment Manager to lead high-volume hiring for call center, sales, customer service, and remote support roles.
This person will be responsible for building and managing a recruitment process that can consistently hire qualified candidates across multiple channels, including Indeed, Facebook, job boards, sourcing websites, referrals, and direct outreach.
The ideal candidate should have strong experience hiring for both remote work-from-home roles and in-office call center roles, including international hiring across countries such as Mexico, the Philippines, India, and other cost-effective talent markets.
This role requires someone who understands high-volume recruitment, sales hiring, recruiter management, sourcing strategy, candidate screening, reporting, and team accountability.
Key Responsibilities
1. High-Volume Call Center Recruitment
● Lead recruitment for call center roles, including sales agents, customer service representatives, appointment setters, virtual assistants, and support staff.
● Manage high-volume hiring pipelines for both remote and in-office positions.
● Ensure recruiters consistently sourcing, screening, interviewing, and moving candidates through the hiring process.
● Build repeatable hiring workflows that can support fast hiring without compromising candidate quality.
● Track daily, weekly, and monthly hiring targets.
2. Multi-Channel Sourcing
● Build sourcing strategies using multiple hiring platforms, including:
○ Indeed
○ Facebook groups and paid ads
○ Job boards
○ Local sourcing websites
○ Referral programs
○ Recruitment agencies
○ Direct sourcing and outreach
● Identify which channels produce the best candidates by location, role, and cost.
● Test and improve job postings, sourcing messages, and screening scripts.
● Maintain a strong candidate pipeline for current and future hiring needs.
3. International Recruitment
● Hire remote call center talent across international markets such as Mexico, the Philippines, India, and other countries with strong call center talent pools.
● Understand how to source candidates in different countries using local platforms, Facebook communities, job boards, and referral networks.
● Build hiring strategies for low-cost, high-quality remote talent.
● Manage hiring for different time zones, communication standards, compensation expectations, and role requirements.
● Ensure candidates are suitable for remote work, including internet reliability, work setup, communication ability, and availability.
4. In-Office Recruitment
● Manage recruitment for in-office call center teams when required.
● Source candidates locally for office-based roles.
● Build walk-in hiring, referral hiring, and local job board strategies.
● Coordinate interviews, assessments, and onboarding with internal teams.
● Ensure hiring plans support seat capacity, training batches, and operational requirements.
5. Sales Hiring
● Recruit for high-volume sales roles in a call center environment.
● Screen candidates for communication skills, confidence, persuasion ability, objection handling, and sales mindset.
● Ensure candidates have the right attitude for performance-driven sales roles.
● Work with operations and sales managers to understand hiring quality and candidate performance after joining.
● Improve screening questions and interview processes based on sales performance feedback.
6. Recruitment Team Management
● Manage a team of recruiters responsible for sourcing, screening, interviewing, and candidate follow-up.
● Assign daily and weekly recruitment targets to each recruiter.
● Monitor recruiter activity, including:
○ Number of candidates sourced
○ Number of candidates contacted
○ Number of interviews scheduled
○ Number of interviews completed
○ Number of offers made
○ Number of joiners
● Review recruiter performance and provide coaching where needed.
● Ensure recruiters are following the correct process, using proper communication, and updating recruitment trackers accurately.
● Hold recruiters accountable for speed, quality, follow-up, and hiring results.
7. Recruitment Process & Reporting
● Build and maintain recruitment trackers, dashboards, and reports.
● Track hiring funnel performance from sourcing to joining.
● Report daily and weekly progress to leadership.
● Identify bottlenecks in the recruitment process and fix them quickly.
● Improve candidate response rates, interview show-up rates, offer acceptance rates, and joining rates.
● Maintain accurate candidate data and hiring records.
8. Candidate Screening & Quality Control
● Ensure candidates are properly screened before moving forward.
● Review candidate communication skills, experience, availability, compensation expectations, and role fit.
● Build screening questions for call center, sales, customer service, and remote roles.
● Audit recruiter screening quality to make sure poor-fit candidates are not being pushed forward.
● Maintain hiring standards while still meeting volume targets.
9. Stakeholder Coordination
● Work closely with operations managers, sales managers, HR, training teams, and leadership.
● Understand hiring needs, batch requirements, role expectations, and performance feedback.
● Coordinate with training teams to ensure new hires are ready for onboarding.
● Provide leadership with clear updates on hiring progress, challenges, and solutions.
Required Experience
● 5+ years of recruitment experience, preferably in call center, BPO, sales, customer service, or remote workforce hiring.
● 2+ years of experience managing recruiters or a recruitment team.
● Strong experience with high-volume hiring.
● Experience hiring for sales-focused call center roles.
● Experience using platforms such as Indeed, Facebook, LinkedIn, job boards, and sourcing websites.
● Experience hiring remote talent internationally is strongly preferred.
● Experience hiring in countries such as Mexico, the Philippines, India, or similar talent markets is a plus.
● Experience hiring both remote and in-office employees.
● Strong understanding of recruitment funnels, hiring metrics, and recruiter performance tracking.
Required Skills
● High-volume recruitment management
● Call center and sales hiring
● International remote hiring
● In-office hiring
● Recruiter team management
● Candidate sourcing strategy
● Interview and screening process design
● Hiring funnel reporting
● Strong communication skills
● Strong follow-up and organization
● Ability to manage targets and deadlines
● Ability to hold recruiters accountable
● Ability to work in a fast-paced environment
Key Performance Indicators
The Call Center Recruitment Manager will be measured on:
● Number of qualified candidates sourced
● Interview scheduled rate
● Interview show-up rate
● Offer acceptance rate
● Joining rate
● Time-to-fill
● Cost per hire
● Recruiter productivity
● Candidate quality after joining
● Hiring target completion
● Retention of new hires during the first 30–60 days
Ideal Candidate Profile
The ideal candidate is someone who has already managed high-volume call center recruitment and understands how to build a strong hiring pipeline quickly.
They should be comfortable managing recruiters, working with hiring targets, sourcing from multiple platforms, hiring internationally, and improving the recruitment process based on results.
This person should not only be a recruiter. They should be recruitment managers who can manage people, build process, track numbers, and deliver consistent hiring results.
Preferred Background
● BPO recruitment
● Call center recruitment
● Sales recruitment
● Remote workforce recruitment
● International recruitment
● High-volume hiring
● Recruitment operations
● Staffing agency experience
● Experience managing recruiters or sourcing teams
Work Expectations
● Own the full recruitment process for call center hiring.
● Manage recruiters closely and ensure daily activity is completed.
● Build strong sourcing channels in multiple countries.
● Maintain clear recruitment reporting.
● Keep hiring quality high while meeting volume targets.
● Work closely with leadership and operations to support business growth.
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