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Delegate Acquisition Manager Jobs in Florida (NOW HIRING)

FrankCrum Staffing, Inc.

HR Manager

Clearwater, FL

... acquisition and retention, and professional support to all employees. PRINCIPAL JOB DUTIES AND ... Lead and oversee the full recruitment lifecycle, delegating recruitment coordination, applicant ...

DERMCARE MANAGEMENT LLC

Office Manager

Hollywood, FL · On-site

Assists PM's and M&A with operational integrations as needed, regionally. * Attend weekly ... Performs EoM & EoY inventory counts on time, and if the responsibility is delegated, signs off that ...

NEWMARK

Membership Manager

Miami, FL · On-site

Execute all tours, delegate standard tours to the building team, and continually coach team members ... acquisition strategies to attract new members and achieve membership growth targets Understands the ...

NEWMARK

Membership Manager

Miami, FL · On-site

Execute all tours, delegate standard tours to the building team, and continually coach team members ... acquisition strategies to attract new members and achieve membership growth targets • Understands ...

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Showing results 21-40

All JobsDelegate Acquisition JobsDelegate Acquisition Manager JobsDelegate Acquisition Manager Jobs in Florida

Delegate Acquisition Manager information

See Florida salary details

$27.3K

$88.2K

$158.8K

How much do delegate acquisition manager jobs pay per year?

As of Sep 3, 2026, the average yearly pay for delegate acquisition manager in Florida is $88,185.00, according to ZipRecruiter salary data. Most workers in this role earn between $64,300.00 and $104,200.00 per year, depending on experience, location, and employer.

What is a delegate acquisition manager?

A Delegate Acquisition Manager is responsible for identifying, attracting, and securing delegates to attend conferences, events, or summits organized by a company. They develop and execute strategies to reach potential delegates, engage with prospective attendees, and ensure attendance targets are met. This role often involves market research, networking, relationship-building, and collaborating with marketing and sales teams to maximize delegate participation. Delegate Acquisition Managers play a key role in the success of events by ensuring the right audience is present for meaningful networking and business opportunities.

How does a delegate acquisition manager typically collaborate with event marketing and sales teams to drive attendance?

A Delegate Acquisition Manager works closely with both event marketing and sales teams to ensure that the right audience is targeted and engaged for an event. They often coordinate with marketing to develop outreach strategies and messaging, while partnering with sales to identify potential delegates and nurture leads. Regular communication and shared goals help align efforts, making data sharing and feedback loops essential to maximizing delegate registration and participation. This collaboration allows for more personalized outreach and a seamless attendee experience.

What are the key skills and qualifications needed to thrive as a delegate acquisition manager, and why are they important?

To thrive as a Delegate Acquisition Manager, you need strong sales acumen, event management experience, and a proven track record in client relationship building, often supported by a relevant degree. Familiarity with CRM systems, email marketing tools, and data analytics platforms is highly valued. Outstanding interpersonal communication, negotiation skills, and resilience make someone stand out in this position. These competencies are crucial for effectively attracting, engaging, and retaining high-value delegates, directly impacting event success and revenue growth.

What is the difference between Delegate Acquisition Manager vs Sales Coordinator?

AspectDelegate Acquisition ManagerSales Coordinator
Primary RoleDevelops strategies to acquire delegates for events or programsSupports sales team with administrative and coordination tasks
Required SkillsSales, negotiation, event planningCommunication, organization, customer service
Work EnvironmentEvent venues, corporate officesOffice settings, client sites
CertificationsSales certifications, event managementNone specific, administrative skills preferred

The Delegate Acquisition Manager focuses on acquiring delegates through strategic outreach and negotiations, often working in event or corporate environments. In contrast, a Sales Coordinator primarily supports sales activities with administrative and logistical tasks. While both roles require strong communication skills, the Delegate Acquisition Manager emphasizes strategic acquisition, whereas the Sales Coordinator handles operational support.

What are popular job titles related to Delegate Acquisition Manager jobs in Florida?

For Delegate Acquisition Manager jobs in Florida, the most frequently searched job titles are:

What job categories do people searching Delegate Acquisition Manager jobs in Florida look for?

The top searched job categories for Delegate Acquisition Manager jobs in Florida are:

What cities in Florida are hiring for Delegate Acquisition Manager jobs?

Cities in Florida with the most Delegate Acquisition Manager job openings:

Delegate Acquisition Manager jobs near you
Infographic showing various Delegate Acquisition Manager job openings in Florida as of August 2026, with employment types broken down into 1% As Needed, 85% Full Time, 13% Part Time, and 1% Contract. Highlights an 93% Physical, 3% Hybrid, and 4% Remote job distribution, with an average salary of $88,185 per year, or $42.4 per hour.

Attorney Recruiting Manager

Baker Donelson

Orlando, FL • On-site

Full-time

Re-posted 4 days ago

Job description

POSITION: Attorney Recruiting Manager

FLSA STATUS: Exempt

DEPARTMENT: Recruiting

SUPERVISOR: Director of Associate Recruiting & Engagement

SUMMARY:

The Attorney Recruiting Manager is responsible for leading the Firm's Summer Associate recruiting strategy and serving as the primary owner of the Summer Associate Program across all offices. This role develops and executes long-term recruiting initiatives designed to attract, engage, and convert top legal talent while aligning with the Firm's strategic hiring objectives.

The Attorney Recruiting Manager serves as a trusted advisor to recruiting committees, hiring partners, practice leaders, and firm leadership, providing guidance on recruiting strategy, market trends, hiring needs, and workforce planning. The role is responsible for cultivating and maintaining strategic relationships with law schools, career services professionals, student organizations, and other recruiting partners to strengthen the Firm's talent pipeline and market presence.

The Attorney Recruiting Manager will also play a key role in supporting the Firm’s lateral Associate recruiting efforts, partnering with stakeholders across practices and offices to execute strategic hiring initiatives set forth by the Chief Growth Officer and Director of Associate Recruiting & Engagement.

ESSENTIAL DUTIES AND RESPONSIBILITIES

Strategic Recruiting & Talent Pipeline Management
  • Develop and implement the Firm's Summer Associate recruiting strategy across all offices.
  • Partner with firm leadership, hiring partners, and recruiting committees to identify current and future talent needs.
  • Evaluate recruiting outcomes and market trends to inform hiring strategies and workforce planning.
  • Develop initiatives that enhance the Firm's ability to attract, engage, and hire top legal talent.
  • Monitor competitive recruiting trends and identify opportunities to strengthen the Firm's market position.
Summer Associate Program Leadership
  • Serve as the strategic owner of the Firm's Summer Associate Program.
  • Develop the vision, objectives, and annual strategy for the Summer Associate Program.
  • Partner with recruiting committees and firm leadership to establish hiring goals, candidate evaluation criteria, and offer recommendations.
  • Oversee summer associate recruitment, selection processes, evaluations, and conversion strategies.
  • Evaluate program effectiveness and implement enhancements to improve participant experience, offer acceptance rates, and long-term recruiting outcomes.
  • Ensure the Summer Associate Program supports the Firm's associate hiring, development, and retention goals.
  • Provide strategic direction to recruiting staff responsible for program administration, candidate communications, and event execution.
Law School & University Partnerships
  • Develop and maintain strong relationships with law schools, career services offices, faculty, student organizations, and other key recruiting partners.
  • Create and execute a comprehensive law school engagement strategy that promotes the Firm's brand and strengthens candidate pipelines.
  • Identify opportunities to expand recruiting reach and enhance relationships with target law schools and emerging talent markets.
  • Represent the Firm at law school programs, recruiting events, networking functions, and industry conferences.
  • Partner with recruiting committees and firm leadership to assess recruiting investments, school performance, and pipeline effectiveness.
Recruiting Committee & Stakeholder Leadership
  • Serve as the primary advisor to office recruiting committees, hiring partners, and firm leadership on associate recruiting matters.
  • Facilitate consistency in hiring practices, candidate evaluation, and recruiting processes across offices.
  • Lead discussions regarding recruiting strategy, hiring recommendations, program performance, and talent acquisition priorities.
  • Collaborate with leadership to establish annual recruiting priorities and hiring objectives.
  • Drive firmwide recruiting initiatives that support growth, talent acquisition, and workforce planning goals.
Recruiting Analytics & Program Oversight
  • Review recruiting metrics, hiring data, diversity outcomes, and market trends to support strategic decision-making.
  • Oversee the effectiveness of recruiting processes, systems, and reporting while identifying opportunities for continuous improvement.
  • Ensure recruiting activities align with Firm objectives, budget expectations, and long-term talent needs.
  • Assess recruiting program outcomes and recommend enhancements to improve efficiency, effectiveness, and candidate experience.
Leadership & Team Development
  • Provide direct supervision, coaching, mentoring, and professional development to the Recruiting Specialist.
  • Delegate operational recruiting responsibilities while maintaining accountability for overall recruiting outcomes.
  • Establish priorities and ensure effective execution of recruiting initiatives and programs.
  • Foster collaboration among recruiting staff, recruiting committees, attorneys, and firm leadership.
  • Lead special projects and strategic initiatives related to recruiting, engagement, and talent development.

KNOWLEDGE, SKILLS AND ABILITIES REQUIRED

  • Bachelor's degree preferred.
  • 5+ years of attorney recruiting, legal recruiting, or talent acquisition experience, preferably within an AmLaw, national, or multi-office professional services environment.
  • Experience managing summer associate recruiting programs and recruiting events.
  • Demonstrated success managing multiple concurrent hiring processes and stakeholder groups.
  • Prior supervisory or project leadership experience preferred.
  • Strong analytical, organizational, and project management skills.
  • Excellent communication and relationship-building abilities.
  • Experience with applicant tracking systems, recruiting databases, Microsoft 365, and recruiting analytics/reporting tools.
The expected base salary range for this position is $135,000 to $165,000.
Final compensation will be based on a variety of factors, including relevant experience, skills, education, and market considerations.
 

WORKING CONDITIONS

Normal office environment with little exposure to excessive noise, dust, extreme temperatures and the like. 

ADDITIONAL INFO

The above is intended to describe the general content of and requirements for the performance of this job. It is not to be construed as an exhaustive statement of essential functions, responsibilities or requirements.

All employees are required to comply with BDBCB's information privacy and security requirements including its acceptable use policy. Such requirements are dictated by laws and regulations, by professional standards and by the marketplace and are directly applicable to BDBCB as well as to BDBCB through its clients.

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