Manager 2, Recruiting Consultants

This role will be based in Omaha or SF. At LinkedIn, our approach to flexible work is centered on trust and optimized for culture, connection, clarity, and the evolving needs of our business. The work location of this role is hybrid, meaning it will be performed both from home and from a LinkedIn office on select days, as determined by the business needs of the team.  We are seeking a Recruiting Manager (Manager 2) who thrives in fast-paced, ambiguous environments and is energized by building high-performing teams and repeatable programs. You will lead a team of recruiters responsible for generating high-quality pipelines, managing full funnel hiring activities, validating early signals, and delivering exceptional candidate experiences. This role blends people leadership, operational rigor, program design, and data-driven decision-making to shape the future of scaled talent acquisition for LinkedIn’s  ecosystem. What You'll Do Team Leadership & Coaching Lead, coach, and develop a team of recruiters responsible for delivering high-quality candidate pipelines in a fast-paced, quota-driven environment. Build a culture of performance, accountability, inclusion, and continuous improvement. Model excellence in candidate experience, funnel management, and partnership with hiring managers. Recruit, onboard, and develop top recruiting talent that thrives in high-volume, high-velocity environments. Program & Motion Development Translate business needs into scalable recruiting workflows, sourcing strategies, and candidate engagement motions. Build, test, and refine new recruiting approaches—capturing early signals, validating effectiveness, and determining readiness for scale. Create templatized processes, messaging frameworks, and best practices that ensure consistent recruiter execution. Establish feedback loops with recruiters, hiring managers, and cross-functional partners to iterate quickly and improve program quality. Operational Excellence Own team hiring targets, funnel health, candidate quality standards, and recruiter productivity metrics. Use data to optimize sourcing strategies, forecast capacity, and identify opportunities for efficiency or quality improvements. Establish clear expectations for pipeline updates, communication cadences, and delivery timelines to ensure predictability. Partner with analytics and operations teams to build dashboards, insights, and reporting mechanisms that guide decision-making. Cross-Functional Collaboration Act as the connective tissue between Recruiting, Product, Sales Strategy, and Operations to ensure alignment and seamless execution. Attending daily standups across teams. Represent the voice of the recruiter and candidate in cross-functional planning discussions. Partner with stakeholders to understand business priorities and design recruiting programs that support emerging customer needs. Strategic Insights & Market Intelligence Stay informed on talent market dynamics, competitive insights, and sourcing trends that influence hiring strategies. Coach recruiters on market positioning, candidate influence, and storytelling to drive higher close rates. Provide business partners with insights that shape program design and long-term roadmap decisions. Advocate for high-quality outcomes, exceptional candidate experiences, and operational rigor across all scaled recruiting efforts.