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Recruiting Director Jobs in Raleigh, NC (NOW HIRING)

Ogletree Deakins

Recruiting Coordinator

Raleigh, NC · On-site

$17.75 - $23.75/hr

This position will report to the Director of Lateral Shareholder Recruiting. This position is hybrid out of our Raleigh, NC office. Essential Functions * Assist in scheduling interviews with ...

AKIVA AI

Senior Recruiting Manager

Raleigh, NC · Remote

$125K - $185K/yr

This individual ensures timely fulfillment of direct hire requisitions, maintains recruitment quality standards, monitors candidate pipelines, and implements sourcing strategies across all position ...

Akiva AI LLC

Senior Recruiting Manager

NC · On-site

$125K - $185K/yr

This individual ensures timely fulfillment of direct hire requisitions, maintains recruitment quality standards, monitors candidate pipelines, and implements sourcing strategies across all position ...

PLACE

Director of Sales

Wake Forest, NC · On-site

$100K - $150K/yr

Summary We are seeking a Director of Sales with a strong track record of generating business ... You will maintain your own high-volume production while recruiting, coaching, and leading our ...

ITBrainiac Inc

Boomi Integration Consultant

Raleigh, NC · Hybrid

Best regards, Alvin Stuart - Lead IT Recruiter Direct Number: Email : Hangout : Princeton Forrestal Village; CPUC, NCMSDC - MBE Note: We respect your Online Privacy. If you wish to opt out of future ...

Learning Care Group

Center Director

Raleigh, NC · On-site

$45K - $62K/yr

In a Director, we look for committed individuals who want to make a difference in the lives of ... Recruit, select and retain quality staff. * Help achieve profitability for the company. Job ...

Learning Care Group

Assistant Director

Cary, NC

Recruit, select, and retain quality staff. * Dedicated! Help achieve profitability for the company. Job Requirements: * Must be at least 21 years of age * Must have 2 years of Assistant Director ...

Learning Care Group

Center Director

Raleigh, NC

$45K - $62K/yr

In a Director, we look for committed individuals who want to make a difference in the lives of ... Recruit, select and retain quality staff. * Help achieve profitability for the company. Job ...

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All JobsRecruiting Director JobsRecruiting Director Jobs in Raleigh, NC

Recruiting Director information

See Raleigh, NC salary details

$36K

$96.3K

$159.4K

How much do recruiting director jobs pay per year?

As of Jun 16, 2026, the average yearly pay for recruiting director in Raleigh, NC is $96,327.00, according to ZipRecruiter salary data. Most workers in this role earn between $68,500.00 and $121,500.00 per year, depending on experience, location, and employer.

What is the role of a recruitment director?

A recruitment director oversees the hiring process within an organization, developing strategies to attract and select qualified candidates. They manage recruitment teams, collaborate with hiring managers, and often use applicant tracking systems to ensure efficient staffing. Their role ensures the organization meets its staffing needs with suitable talent.

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 5 C's of recruitment?

The 5 C's of recruitment are Competence, Character, Commitment, Compatibility, and Communication. These criteria help a Recruiting Director evaluate candidates' skills, personality, work ethic, cultural fit, and ability to collaborate effectively during the hiring process.

What is the 70 30 rule in hiring?

The 70/30 rule in hiring suggests that recruiters and hiring managers should spend approximately 70% of their time engaging with candidates and building relationships, and 30% on screening and evaluating resumes. For a Recruiting Director, this emphasizes the importance of active candidate sourcing and relationship management to attract top talent effectively.

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.

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 director of recruiting make?

A director of recruiting typically earns a salary ranging from $80,000 to over $150,000 annually, depending on the industry, company size, and location. They often receive bonuses and benefits, and their compensation reflects experience in talent acquisition, leadership skills, and strategic planning.

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.
What are the most commonly searched types of Recruiting jobs in Raleigh, NC? The most popular types of Recruiting jobs in Raleigh, NC are:
What are popular job titles related to Recruiting Director jobs in Raleigh, NC? For Recruiting Director jobs in Raleigh, NC, the most frequently searched job titles are:
What job categories do people searching Recruiting Director jobs in Raleigh, NC look for? The top searched job categories for Recruiting Director jobs in Raleigh, NC are:
What cities near Raleigh, NC are hiring for Recruiting Director jobs? Cities near Raleigh, NC with the most Recruiting Director job openings:
Recruiting Director jobs near you
Infographic showing various Recruiting Director job openings in Raleigh, NC as of June 2026, with employment types broken down into 78% Full Time, 19% Part Time, 1% Temporary, and 2% Contract. Highlights an 94% Physical, 3% Hybrid, and 3% Remote job distribution, with an average salary of $96,327 per year, or $46.3 per hour.
Attorney Recruiting and Professional Development Director

Attorney Recruiting and Professional Development Director

Cranfill Sumner LLP

Raleigh, NC • Hybrid

Other

Posted 9 days ago

Job description

Attorney Recruiting and Professional Development Director

Location:Raleigh, NC (Hybrid)
Reports to:Chief Strategy Officer
FLSA Status:Exempt
Department:Talent
Employment Status:Full Time
Supervisory Responsibilities:No

ABOUT CRANFILL SUMNER LLP

Cranfill Sumner LLP is a North Carolina-based law firm committed to operational excellence, growth, and a cohesive, collaborative culture. At Cranfill Sumner, our values-teamwork, reputation, and client services-guide how we recruit, develop, and support legal talent.

This individual plays a central role in advancing these values by ensuring the firm attracts, integrates, and grows high-performing attorneys aligned with strategic priorities.

POSITION SUMMARY

The Director is a strategic, hands-on talent leader responsible for designing and executing the firm's attorney recruiting, onboarding, and development programs. This role operates independently in a lean environment, balancing long-term planning with day-to-day execution to support practice growth, attorney engagement, and organizational consistency.

This individual partners closely with firm leadership, attorney section leaders, and functional staff directors to anticipate talent needs, build structured processes, and deliver a meaningful attorney experience from first touch through ongoing development. The Senior Manager plays a critical role in aligning talent initiatives with firm strategy, partnering with leadership to understand evolving priorities, and translating those priorities into actionable recruiting and development programs that strengthen attorney performance, engagement, and long-term growth.

KEY RESPONSIBILITIES

Strategic Talent Alignment

  • Ensure all recruiting and development efforts support the firm's strategy, culture, and long-term priorities.
  • Partner with the Chief Strategy Officer, attorney section leaders, and staff directors to anticipate attorney staffing needs across offices and practices.
  • Develop scalable tools, workflows, and reporting that strengthen consistency as the firm grows.
  • Identify trends in the legal talent market and recommend proactive adjustments to strategy, recruiting channels, or development programming.

Attorney Recruiting (Lateral & Entry Level)

  • Lead full-cycle attorney recruiting, including intake, sourcing, screening, scheduling, interviews, debriefs, offer development, and closing.
  • Build and maintain equitable hiring processes-including rubrics, evaluation frameworks, interview training, and communication standards.
  • Strengthen the recruiting pipeline through relationships with agencies, law schools, career services offices, and alumni and professional networks.
  • Oversee all aspects of On-Campus Interviewing (OCI), including logistics, attorney engagement, interview planning, and follow-up.
  • Oversee all aspects of the Summer Associate Program, including orientation, work allocation, feedback processes, events, and conversion strategy.
  • Develop employer-brand aligned materials and messaging that reflect the firm's values and attorney experience.
  • Maintain recruiting metrics related to time-to-fill, sourcing effectiveness, and candidate experience.

Onboarding & Integration

  • Design and deliver structured onboarding and integration processes for all newly hired attorneys.
  • Partner with practice and section leaders on work allocation visibility, integration milestones, and first-year development experiences.
  • Track early attorney engagement and performance trends; surface opportunities for coaching, support, or early intervention.
  • Lead standardization of onboarding resources, checklists, and integration touchpoints for attorneys.

Professional Development (Excluding CLE)

  • Build and maintain an annual attorney development curriculum focused on core legal skills, business development, professional growth including communications, leadership, and business etiquette, and client-service excellence.
  • Ensure professional development aligns with practice group needs, attorney competencies, and firm strategy.
  • Strengthen the firm's Business Development (BD) program by:
    • Identifying complementary BD skill-building opportunities.
    • Coordinating with BD program leaders to integrate training modules, speakers, or practice-specific content.
    • Reinforcing BD expectations during onboarding and development touchpoints.
  • Support feedback and evaluation processes by organizing cycles, communicating expectations, and helping convert insights into development plans.
  • Maintain a firmwide library of professional development materials, guides, templates, and resources.

Talent Operations, Systems & Reporting

  • Implement and manage ATS and PD systems; develop dashboards and reports to drive informed decision-making.
  • Build and maintain SOPs, workflows, and templates that bring clarity and scalability to all attorney talent processes.
  • Collaborate cross-functionally with internal operations departments (e.g., HR, Finance, Operations, IT) and attorney section and practice groups to support operational alignment and shared initiatives.
  • Serve as a subject matter expert on attorney hiring, professional development, and market standards.

Vendor & Budget Management

  • Manage external vendors, subscriptions, and service providers supporting recruiting and professional development.
  • Oversee the talent budget, ensuring responsible, strategic use of firm resources.

QUALIFICATIONS

  • 7-10+ years of attorney recruiting, legal talent management, or professional services recruiting experience.
  • Demonstrated success leading lateral hiring, entry-level hiring, OCI, and Summer Associate Programs.
  • Strong understanding of attorney development needs across career stages.
  • Proven ability to build structured processes and operate independently.
  • Excellent communication, relationship-building, and project-management skills.
  • Bachelor's degree required; JD or advanced degree preferred.
  • Proficiency with Microsoft 365, ATS platforms, and talent-related technologies.

SUCCESS METRICS

  • Reduced time-to-fill and increased offer acceptance rates.
  • Reduced attrition for new associates across a five-year trend.
  • Strong Summer Associate Program engagement and conversion.
  • Improved first-year integration, engagement, and retention.
  • Positive satisfaction indicators from candidates, hiring partners, and new attorneys.
  • Clear, accessible PD programming with visible development outcomes across cohorts.
  • Reliable reporting, documentation, and process consistency.
  • Strong alignment between talent operations and firm strategy.

WORKING STYLE & VALUES

  • Operates with integrity, curiosity, and a proactive builder's mindset.
  • Balances strategic thinking with calm, precise execution.
  • Works independently with confidence and clarity, navigating competing priorities with sound judgment and reliable follow-through.
  • Demonstrates operational excellence by creating structure, improving processes, and elevating the consistency and quality of talent operations across the firm.
  • Builds strong, trust-based relationships across levels and offices.
  • Contributes positively to firm culture through clear communication, thoughtful collaboration, and grounded, consistent execution.
  • Demonstrates commitment to continuous improvement and firmwide alignment.

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