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Assistant Director Of Recruiting Jobs (NOW HIRING)

OpenMined

Head of Recruiting

We're hiring a Head of Recruiting to own hiring across the entire organization. The majority of ... May assist with project-based hires as a secondary function to help the head of engineering and ...

Diversicare

Assistant Director of Nursing

Knoxville, TN · On-site

$72K - $96K/yr

Advance Your Nursing Leadership Career as an Assistant Director of Nursing (RN) at Diversicare of Oak Ridge - Oak Ridge, TN. DIVERSICARE OF OAK RIDGE 100 Elmhurst Drive Oak Ridge, TN 37830-7621 ...

Diversicare

Assistant Director of Nursing

Athens, TN

$63K - $84K/yr

Advance Your Nursing Leadership Career as an Assistant Director of Nursing (RN)! COPPER BASIN 166 Industrial Drive Ducktown, TN 37326 ~ BONUS INCENTIVE PLAN an ongoing incentive plan for our valued ...

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How much do assistant director of recruiting jobs pay per year?

As of Aug 16, 2026, the average yearly pay for assistant director of recruiting in the United States is $71,970.00, according to ZipRecruiter salary data. Most workers in this role earn between $44,500.00 and $89,500.00 per year, depending on experience, location, and employer.

What is an assistant director of recruiting?

Assistant Directors of Recruiting are professionals who support and help lead the recruitment strategies and operations within an organization. They typically assist the Director of Recruiting in overseeing hiring processes, managing recruiting teams, developing talent acquisition strategies, and ensuring recruitment goals are met. Their role often involves collaborating with department heads, analyzing hiring metrics, and improving recruitment processes to attract top talent. They may also be responsible for training recruiters, ensuring compliance with employment laws, and implementing best practices in recruiting.

What is the difference between Assistant Director Of Recruiting vs Recruiter?

AspectAssistant Director Of RecruitingRecruiter
ResponsibilitiesOversees recruiting strategies, manages recruiting team, develops policiesSources candidates, conducts interviews, manages candidate pipelines
Required CredentialsBachelor's degree, experience in recruiting or HR, leadership skillsBachelor's degree often preferred, recruiting experience beneficial
Work EnvironmentOffice setting, managerial role, strategic planningOffice or remote, hands-on recruiting activities

The Assistant Director Of Recruiting typically has a broader managerial role, overseeing recruiting teams and strategies, while a Recruiter focuses on sourcing and interviewing candidates. Both roles require relevant experience and often similar educational backgrounds, but the Assistant Director has more leadership responsibilities.

How does an assistant director of recruiting typically collaborate with hiring managers and other departments during the recruitment process?

An Assistant Director of Recruiting works closely with hiring managers to understand their staffing needs, develop effective job descriptions, and align on candidate profiles. They frequently coordinate with HR, department heads, and sometimes external recruiters to ensure a smooth and efficient recruitment process. Collaboration often involves regular update meetings, sharing feedback on candidates, and strategizing on sourcing approaches to attract top talent. This cross-functional teamwork helps ensure that recruitment efforts are aligned with organizational goals and timelines.

What are the key skills and qualifications needed to thrive as an assistant director of recruiting, and why are they important?

To thrive as an Assistant Director of Recruiting, you need a background in talent acquisition, strong interviewing skills, and a bachelor’s degree in human resources or a related field. Familiarity with applicant tracking systems (ATS), HR analytics tools, and recruiting software is typically required, along with certifications like SHRM-CP or PHR. Leadership, strategic thinking, and excellent interpersonal communication are vital soft skills for managing recruiting teams and building relationships with stakeholders. These competencies ensure effective hiring strategies, a positive candidate experience, and alignment with organizational goals.

What cities are hiring for Assistant Director Of Recruiting jobs?

Cities with the most Assistant Director Of Recruiting job openings:

What are the most commonly searched types of Director Of Recruiting jobs?

The most popular types of Director Of Recruiting jobs are:

What states have the most Assistant Director Of Recruiting jobs?

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Assistant Director Of Recruiting jobs near you

Head of Recruiting

OpenMined

Remote

Full-time

Medical, Dental, Vision, Retirement, PTO

Posted 4 days ago

Job description

OpenMined is a 501(c)(3) non-profit foundation that brings together leading minds in AI, security, and privacy technology to develop open-source solutions that transform how data can be accessed and shared. Founded in 2017, we've grown into a global community of over 18,000 members working to ensure that privacy protection and AI innovation reinforce each other rather than undermine one another. We are driven by a simple challenge: the most valuable data for solving humanity's greatest challenges remains locked away due to privacy concerns, and we can change that through technology rather than compromise.
We're hiring a Head of Recruiting to own hiring across the entire organization. The majority of upcoming roles are engineering (10+ openings ahead), with others spanning product, marketing, fundraising, policy, and finance/ops. Reporting to the CFO, you will collaborate with the leadership team to set the recruiting strategy, continuously design the hiring process, coach hiring managers, and personally run every pipeline from sourcing to offer as a hands-on individual contributor. This role is for someone with a hunter mentality - energized by finding great people who aren't looking - who uses AI tools aggressively to move faster, operates independently across many concurrent pipelines, and can hold credible conversations with technical candidates in the privacy and AI space.
Requirements
Responsibilities
  • Own the inbound candidate pipeline for all full-time roles from application to offer. The majority of roles will be for engineers, with others ranging from product, marketing, fundraising, policy, and finance/ops.
  • Proactively source and engage passive candidates for hard-to-fill technical roles via LinkedIn Recruiter, GitHub, relevant communities, and networking events.
  • Build and maintain a warm pipeline of potential candidates for anticipated future roles.
  • Develop relationships with talent pools in privacy, ML/AI, and open-source communities relevant to OpenMined's mission.
  • Continuously build and adapt the recruiting function - set strategy, coach hiring managers, own the core org process and adapt the process per department/manager when necessary.
  • Manage the hiring process end-to-end. Keep the process moving forward, nudge the internal team, never let a candidate sit.
  • Act as recruiting partner to department leads. Own the pipeline so department leads only need to show up for late-stage interviews and make hiring decisions.
  • Own the careers page, job descriptions, application flow, and conversion tracking.
  • Know the pipeline numbers - pass-through rates, time to hire, where candidates drop off - and fix the weak spots.
  • Use AI tools to source, screen, and move faster. This likely involves choosing the best AI tools and working to create and adapt them to your needs. Others on the team can help, but you are the driver.
  • Help develop Job Alignment Tools, job posts, and interview questions, and facilitate skills tests via a third-party platform, in collaboration with hiring managers.
  • Post jobs on Workable, relevant job boards, and internal website.
  • Review and triage applications. Build and maintain Workable pipeline with zero dropped candidates.
  • Conduct first-round technical screens to assess baseline qualifications before passing to engineering/product leads. Not evaluating code, but able to read a resume across privacy-preserving computation, federated architectures, LLM integrations, and infrastructure (Python, Go, Rust, Vue, TypeScript, Kubernetes, Docker, serverless) and know who's worth talking to.
  • Administer and evaluate next steps for skills tests using a skills test platform. Escalate borderline cases to department leads with a written recommendation (not required to perform the actual technical evaluation).
  • Prepare structured interview packets so department leads can walk into interviews fully briefed.
  • Schedule and coordinate all interviews. Equip managers and stakeholders with scorecards, candidate summaries, and context.
  • Ensure scorecards are completed after every interview. Chase down stragglers.
  • Debrief with interviewers post-interview, consolidate feedback, and drive toward a hiring decision.
  • Close the deal. Help attract and close great talent.
  • Help coordinate and prepare job offers.
  • Keep candidates warm throughout the process. Send fast, respectful rejections.
  • May assist with project-based hires as a secondary function to help the head of engineering and head of product with part-time support. These hires may extend beyond technical skills into business development or marketing support.
Requirements
  • Full-cycle recruiting experience for technical roles (engineering and product management) - you've managed the process end-to-end on behalf of hiring managers, from application review through screening to offer.
  • Experience recruiting AI/ML engineers.
  • Real outbound sourcing experience - you find and engage people who aren't looking, rather than relying on job posts and LinkedIn blasts.
  • Has recruited for a software product org.
  • Has recruited outside of engineering - e.g., marketing, fundraising, or policy roles.
  • Has landed candidates against better-paying offers.
  • Sufficient technical literacy to parse engineering resumes, distinguish relevant technologies, and hold credible screening conversations without hand-holding from department leads.
  • Experience building and administering structured interviews, scorecards, and skills assessments.
  • Uses AI tools in recruiting work today - sourcing, screening, moving faster.
  • Obsessive attention to detail and follow-through, with a personal system for tracking every open item across multiple concurrent hiring pipelines.
  • Strong experience with applicant tracking systems (ideally Workable), project management tools (ideally Asana), and documentation tools (ideally Notion).
  • Experience recruiting for remote orgs and working with US employers.
  • Located in the United States within +/- 1 hour of Eastern Time.
  • Genuine interest in privacy, AI, and open-source technology, with comfort and enthusiasm discussing OpenMined and technical concepts with candidates.
  • Professional maturity and discretion with sensitive compensation information.

Nice-to-Haves
  • Claude Code user (or similar) - experience with MCPs and using AI tools to move much faster.
  • Familiarity with compensation benchmarking tools and methodology (e.g., Salary.com, Levels.fyi).
  • Experience in both startup and nonprofit environments.
  • A former coder who found their calling in recruiting.
Compensation
  • Salary Range: $140,000 - $220,000 per year.
  • Actual offers will be determined based on the candidate's skills, level of experience, and location.
  • This role can be filled at mid to senior level, which will influence compensation within the stated range.

Benefits
  • Mission-Driven Work: Be part of a 501(c)(3) nonprofit organization, focused on social impact rather than profit, offering the chance to make a meaningful difference in the world.
  • US employee benefits:
    • Medical, dental, and vision insurance with company contributions
    • Retirement: 403(b) plan - 401(k) equivalent for non-profits
  • Open Source Contribution: Make a real impact by contributing to an Open Source project that benefits a broad community.
  • Collaborative Global Team: Join a dynamic, international team that values collaboration and diversity.
  • Flexible Work Hours: Enjoy the autonomy to structure your work hours around what best fits your life and productivity.
  • Fully Remote Work: Work from anywhere in the world-no office or commute required.
  • Results-Driven Culture: Thrive in an environment that values efficiency and results over bureaucracy.
  • Flexible Paid Time Off: Take the time you need with flexible vacation days, alongside recognition of local national holidays.

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