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Recruiting Director Jobs in Decatur, GA (NOW HIRING)

Futurewave Systems

Recruiting Sourcer

Atlanta, GA

The Talent Acquisition (TA) Sourcing Consultant has direct responsibility for developing and ... Build internal and external relationships with functional leaders, recruiters and employees to ...

Stem Xpert

Tibco Developer - HFA Team

Atlanta, GA

Tibco BW, Tibco EMS, Tibco EDI, Tibco Business Connect, Experience with Tibco-SAP integration Additional Information Thanks & Regards, Aravind Jakku Technical Recruiter. Direct: 734-619-8931 Web ...

Deluxe Corporation

Director, Talent Acquisition

Atlanta, GA · On-site

$100K - $137.50K/yr

Director of Talent Acquisition The Director of Talent Acquisition plays a critical role in ... Recruit, coach, and develop TA leaders and recruiters across geographies; strengthen consultative ...

Deluxe Corporation

Director, Talent Acquisition

Atlanta, GA · On-site

$100K - $137.50K/yr

Director of Talent Acquisition The Director of Talent Acquisition plays a critical role in ... Recruit, coach, and develop TA leaders and recruiters across geographies; strengthen consultative ...

Deluxe

Director, Talent Acquisition

Atlanta, GA · Hybrid

$100K - $137.50K/yr

Director of Talent Acquisition The Director of Talent Acquisition plays a critical role in ... Recruit, coach, and develop TA leaders and recruiters across geographies; strengthen consultative ...

PeopleLift

Recruiter

Atlanta, GA · On-site

... recruiting for assigned client accounts - from intake call to offer accepted • Source active and passive candidates through LinkedIn Recruiter, job boards, ATS databases, and direct outreach • ...

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Recruiting Director information

See Decatur, GA salary details

$36.1K

$96.7K

$160.1K

How much do recruiting director jobs pay per year?

As of May 30, 2026, the average yearly pay for recruiting director in Decatur, GA is $96,748.00, according to ZipRecruiter salary data. Most workers in this role earn between $68,800.00 and $122,000.00 per year, depending on experience, location, and employer.

What are the key skills and qualifications needed to thrive as a Recruiting Director, and why are they important?

To thrive as a Recruiting Director, you need deep expertise in talent acquisition strategies, workforce planning, and a strong understanding of employment laws, typically supported by a bachelor's degree in human resources or a related field. Familiarity with applicant tracking systems (ATS), HR analytics platforms, and relevant certifications like SHRM-SCP or SPHR is highly beneficial. Exceptional leadership, negotiation, and interpersonal communication skills distinguish top performers in this role. These capabilities ensure the effective attraction, selection, and retention of top talent, which is critical for achieving organizational growth and competitiveness.

How does a Recruiting Director typically collaborate with hiring managers and executive leadership to align talent acquisition with organizational goals?

A Recruiting Director works closely with hiring managers and executive leadership to understand the organization's strategic objectives and workforce needs. This collaboration involves developing tailored recruitment strategies, setting hiring priorities, and providing market insights to ensure talent acquisition aligns with business goals. Regular meetings, status updates, and collaborative planning sessions are essential, and Recruiting Directors often serve as a bridge between HR and business units to streamline processes and address challenges. This role requires strong communication and negotiation skills to balance the needs of different stakeholders while maintaining a positive candidate experience.

What does a Recruiting Director do?

A Recruiting Director oversees an organization's talent acquisition strategy, managing recruitment teams and processes to attract, evaluate, and hire top talent. They develop policies, set hiring goals, and ensure that recruitment practices align with overall business objectives. Additionally, Recruiting Directors analyze workforce trends, foster relationships with external partners, and implement best practices to improve hiring efficiency and candidate experience.

What is the difference between Recruiting Director vs Talent Acquisition Manager?

AspectRecruiting DirectorTalent Acquisition Manager
ResponsibilitiesOversees entire recruiting strategy, manages recruiting teams, aligns hiring goals with company objectivesManages recruiting processes, sources candidates, and coordinates hiring efforts within departments
Required CredentialsBachelor's degree, extensive recruiting experience, leadership skillsBachelor's degree, recruiting experience, strong communication skills
Work EnvironmentSenior leadership, strategic planning, cross-department collaborationOperational focus, team management, day-to-day recruiting activities

The main difference is that a Recruiting Director holds a strategic, leadership role overseeing recruiting efforts at a high level, while a Talent Acquisition Manager focuses on managing recruiting processes and teams to meet hiring needs. Both roles require relevant experience and skills, but the Recruiting Director typically has broader responsibilities and a higher level of seniority.

What are the most commonly searched types of Recruiting jobs in Decatur, GA? The most popular types of Recruiting jobs in Decatur, GA are:
What are popular job titles related to Recruiting Director jobs in Decatur, GA? For Recruiting Director jobs in Decatur, GA, the most frequently searched job titles are:
What job categories do people searching Recruiting Director jobs in Decatur, GA look for? The top searched job categories for Recruiting Director jobs in Decatur, GA are:
What cities near Decatur, GA are hiring for Recruiting Director jobs? Cities near Decatur, GA with the most Recruiting Director job openings:
Recruiting Director jobs near you
Infographic showing various Recruiting Director job openings in Decatur, GA as of May 2026, with employment types broken down into 1% As Needed, 75% Full Time, 19% Part Time, 1% Temporary, and 4% Contract. Highlights an 93% Physical, 2% Hybrid, and 5% Remote job distribution, with an average salary of $96,748 per year, or $46.5 per hour.

Associate Director, Lateral Partner Recruiting & Integration - Transactional Practices

King and Spalding LLP

Atlanta, GA • On-site

Full-time

Medical, Life, Retirement, PTO

Posted 5 days ago

Job description

King & Spalding is a leading global law firm with a commitment to excellence, innovation, and the seamless delivery of legal services. We harness innovative technology and exceptional talent to meet the complex needs of our clients in a fast-paced and dynamic legal landscape.
The Associate Director of Lateral Partner Recruiting & Integration will work closely with the Chief of Lateral Partner Recruiting & Integration, Practice Group Leaders, and the Partner Lateral Recruiting leads to support the strategic growth of the Corporate, Finance & Restructuring, and Real Estate & Investment Funds Practice Groups across the U.S. offices, through all aspects of lateral partner recruiting. Through executing the strategic lateral partner recruitment plans, the Associate Director will play a key role in the commitment to hire, develop, and retain the best legal talent that provides our clients with the highest quality work and service. The Associate Director will collaborate closely with executive leadership, Practice Group Leads, and Sponsoring Partners to shape and execute recruiting strategies Transactional practice groups and facilitate the seamless integration of new lateral partners, ensuring their successful transition and long-term engagement within the firm.
KEY RESPONSIBILITIES:
Lateral Partner Recruiting
  • Together with the Chief of Lateral Partner Recruiting & Integration and Practice Group Leads and Lateral Recruiting Leads, develop and implement strategies to identify, recruit and hire top lateral partners in line with the Firm's strategic goals and hiring standards.
  • Proactively execute innovative sourcing strategies across the transactional practices that produce and maintain a qualified and diverse pipeline of potential target candidates, including by participating in meetings with key partners in the practice groups, building lists of potential candidates that fit the practice/firm profile and developing plans to recruit target candidates.
  • Serve as the primary liaison for candidates, search firms, and internal stakeholders, fostering strong relationships and representing the firm's brand.
  • Develop and maintain search firm relationships to share the Firm's goals, strategies and desired targets in various markets in order to create a robust candidate pipeline.
  • Direct the preparation and delivery of candidate interview schedules, pre-interview materials, and marketing collateral.
  • Work with Practice Group Leads on the drafting of interview talking points, practice summaries, memos in support of candidates to be presented to the Policy Committee and integration plans, ensuring consistency and strategic messaging.
  • Maintain and analyze market intelligence on lateral partner moves, leveraging data to inform recruiting decisions.
  • Manage collection of conflicts, diligence and Lateral Partner Questionnaires and analyze data for lateral leads and sponsors
  • Draft offer letters, compensation plans, and request pro formas to collaborate with internal stakeholders on developing candidate compensation packages.
  • Coach, develop and train recruiting coordinators, assign work and provide feedback to foster a culture of excellence and continuous improvement.

Lateral Partner Integration
  • Work alongside Director of Partner Integration on integration plans for newly joined lateral partners, collaborating with Integration Partners and firm leadership.
  • Conduct regular touchpoints with lateral partners to monitor integration progress and address challenges.
  • Develop initiatives to enhance onboarding experience.
  • Partner with Human Resources to ensure all onboarding documentation and processes are completed seamlessly.

QUALIFICATIONS:
  • Bachelor's degree required; JD strongly preferred.
  • Minimum 8 years prior experience; preferably as a transactional attorney or in law firm partner recruiting
  • Exceptional leadership, communication, and interpersonal skills, with the ability to influence all levels of the organization.
  • Proven track record of managing complex projects and competing priorities in a dynamic, high-pressure environment.
  • Deep understanding of the legal industry and lateral partner market trends.
  • Ability to think strategically and maintain strict confidentiality.
  • Strong analytical, organizational skills, with the ability to multi-task and prioritize projects in a fast-paced, detailed, oriented environment.
  • Committed professionalism with a strong sense of ownership and has the ability to proactively follow up and follow through.
  • A proactive learner who has the flexibility to adapt to new systems and processes.

The firm offers a generous total compensation package with bonuses and raises awarded in recognition of individual merit-based performance. All full-time Business Services employees may participate in King & Spalding's comprehensive benefit program including health and wellness plan, life and disability insurance, flexible spending accounts and a health savings account, a 401(k) plan, profit sharing plan, and a substantial Paid Time Off (PTO) program.
Pay Transparency Range:
Full time annualized salary range:
New York: $175K- $230K
Chicago: $155K- $200K
The salary offer will be contingent upon various factors, including but not limited to, relevant experience, internal equity, market data, job location, and other job-related factors permitted by law.
Qualified candidates with arrest or conviction records will be considered for employment in accordance with the following laws if applicable: City of Los Angeles' Fair Chance Initiative for Hiring Ordinance, San Francisco Fair Chance Ordinance, the California Fair Chance Act.
King & Spalding LLP (K&S) is committed to providing equal employment opportunity to all applicants and employees in full compliance with all state, federal, and local laws prohibiting discrimination on the basis of race, color, religion, sex, sexual orientation, gender identity, national origin, genetic information, age, disability or any other status protected by applicable law.
We are proud of our remarkably cohesive culture, which now encompasses more than 2,500 lawyers and business professionals worldwide. We seek to attract and develop the very best talent to work with us.

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