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Recruiting Program Manager Jobs in Delaware (NOW HIRING)

Agilent

Sales Onboarding Program Manager

Wilmington, DE · On-site +1

$118.48K - $194.38K/yr

The Sales Onboarding Program Manager is responsible for designing, delivering, and continuously ... Align with HR and Recruiting teams to ensure a seamless new hire experience from day one.

Agilent

Sales Onboarding Program Manager

Wilmington, DE · On-site

$118.48K - $194.38K/yr

... manage anonboarding program. The ideal candidate is experienced in instructional design, adult ... Align with HR and Recruiting teams to ensure a seamless new hire experience from day one.

Agilent

Commercial Enablement Program Manager

Wilmington, DE · On-site

$116.80K - $219K/yr

The Commercial Enablement Program Manager will be responsible for analysis and evaluation of user ... During the hiring process, a recruiter can share more about the specific pay range for a preferred ...

Agilent

Commercial Enablement Program Manager

Wilmington, DE · On-site +1

$116.80K - $219K/yr

The Commercial Enablement Program Manager will be responsible for analysis and evaluation of user ... During the hiring process, a recruiter can share more about the specific pay range for a preferred ...

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Recruiting Program Manager information

See Delaware salary details

$43.5K

$86.9K

$150.1K

How much do recruiting program manager jobs pay per year?

As of May 31, 2026, the average yearly pay for recruiting program manager in Delaware is $86,876.00, according to ZipRecruiter salary data. Most workers in this role earn between $55,000.00 and $112,100.00 per year, depending on experience, location, and employer.

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

To thrive as a Recruiting Program Manager, you need expertise in talent acquisition, program management, and data-driven recruitment strategies, often supported by a bachelor's degree in HR or a related field. Familiarity with applicant tracking systems (ATS), HR analytics tools, and project management software like Asana or Trello is typically required. Strong interpersonal communication, organizational skills, and the ability to lead cross-functional teams set outstanding candidates apart. These skills ensure effective recruitment program execution, alignment with organizational goals, and a seamless candidate experience.

How does a Recruiting Program Manager typically collaborate with hiring managers and other departments to ensure effective talent acquisition?

A Recruiting Program Manager works closely with hiring managers and cross-functional teams to align recruitment strategies with organizational goals. This often involves facilitating regular meetings to understand staffing needs, providing market insights, and ensuring a smooth recruitment process. They coordinate with HR, department leads, and sometimes external partners to design and implement programs that attract and retain top talent. Strong communication and relationship-building skills are essential, as the role requires balancing multiple stakeholders’ priorities while maintaining a positive candidate experience.

What does a Recruiting Program Manager do?

A Recruiting Program Manager oversees and coordinates recruitment strategies and processes within an organization. They design and implement recruiting programs, manage talent acquisition initiatives, and collaborate with teams to ensure hiring goals are met efficiently. Their responsibilities often include analyzing recruitment metrics, improving candidate experiences, and working closely with HR and hiring managers. This role is vital for building effective recruitment pipelines and ensuring the organization attracts and retains top talent.

What is the difference between Recruiting Program Manager vs Talent Acquisition Specialist?

AspectRecruiting Program ManagerTalent Acquisition Specialist
CredentialsBachelor's degree, experience in program managementBachelor's degree, recruiting experience
Work EnvironmentOversees multiple recruiting initiatives, manages teamsFocuses on sourcing and screening candidates
Employer & Industry UsageUsed in large organizations, HR departmentsCommon in recruiting agencies and corporate HR
Search & Comparison IntentUnderstanding program management in recruitingFocus on candidate sourcing and hiring processes

The Recruiting Program Manager typically oversees multiple recruiting projects and manages teams, requiring program management skills. In contrast, a Talent Acquisition Specialist focuses on sourcing and screening candidates directly. Both roles are essential in the hiring process but differ in scope and responsibilities.

What are popular job titles related to Recruiting Program Manager jobs in Delaware? For Recruiting Program Manager jobs in Delaware, the most frequently searched job titles are:
What job categories do people searching Recruiting Program Manager jobs in Delaware look for? The top searched job categories for Recruiting Program Manager jobs in Delaware are:
Recruiting Program Manager jobs near you
Infographic showing various Recruiting Program Manager job openings in Delaware as of May 2026, with employment types broken down into 90% Full Time, 8% Part Time, and 2% Contract. Highlights an 98% Physical, and 2% Remote job distribution, with an average salary of $86,876 per year, or $41.8 per hour.
Sales Onboarding Program Manager

Sales Onboarding Program Manager

Agilent

Wilmington, DE • On-site, Remote

$118.48K - $194.38K/yr

Full-time

Posted 29 days ago

Agilent Technologies rating

8.1

Company rating: 8.1 out of 10

Based on 38 frontline employees who took The Breakroom Quiz

103rd of 512 rated manufacturers

Job description

Job Description
The Sales Onboarding Program Manager is responsible for designing, delivering, and continuously optimizing the onboarding experience for new hires within the commercial organization. This role will lead the design, development, and execution of a world-class onboarding experience for new sales hires in the direct and indirect channels. This role will collaborate closely with Sales Managers, Product Managers, Channel Partner Managers and subject matter experts to create and manage an onboarding program. The ideal candidate is experienced in instructional design, adult learning, and sales enablement-and passionate about helping new sales professionals ramp quickly and confidently.
Key Responsibilities:
Curriculum Design & Development
  • Plan and conduct needs analysis including needs assessment, learner analysis, and definition of learning objectives.
  • Design a structured onboarding curriculum aligned with sales competencies, product knowledge, and role expectations. Document design appropriately (content outlines, storyboards, etc.).
  • Develop both asynchronous (virtual) and synchronous (face-to-face) learning experiences.
  • Conduct review sessions with SMEs and content team members throughout design and development. Obtain needed approvals and agreement to move into next phase.
  • Ensure content is engaging, effective, and aligned with adult learning best practices.

Program Management and Implementation
  • Own design, development, and implementation of the end-to-end onboarding journey, including pre-work, live training events, and follow-up reinforcement.
  • Implement onboarding program components, including loading of content into LMS or other platforms (Allego).
  • Plan and execute in-person onboarding sessions, coordinating logistics, facilitators, and materials.
  • Maintain onboarding timelines, project plans, and communications.

Stakeholder Collaboration
  • Partner with Product Managers to define critical product knowledge and positioning needed by new hires.
  • Collaborate with Sales Managers and Channel Partner Managers to define onboarding learning goals and success metrics and integrate real-world selling scenarios.
  • Align with HR and Recruiting teams to ensure a seamless new hire experience from day one.

Measurement & Continuous Improvement
  • Collect feedback and performance data to evaluate onboarding effectiveness.
  • Identify and implement improvements to accelerate time-to-productivity.
  • Track key onboarding KPIs such as ramp time, engagement, and knowledge retention.

Qualifications
  • Bachelor's or Master's Degree or equivalent.
  • 8+ years of experience in sales enablement, onboarding, or learning & development.
  • Familiarity with instructional design models (ADDIE, SAM) and adult learning theory.
  • Proven experience developing and delivering training programs for sales professionals.
  • Strong project management skills with the ability to manage multiple priorities and stakeholders.
  • Experience facilitating live and virtual training sessions.
  • Excellent communication and interpersonal skills.

Preferred:
  • Experience working with LMS or enablement platforms (e.g., Allego, Highspot, Showpad).
  • Background in technology, life sciences, or B2B enterprise sales environments.

Additional Details
This job has a full time weekly schedule. It includes the option to work remotely. Applications for this job will be accepted until at least May 11, 2026 or until the job is no longer posted.
The full-time equivalent pay range for this position is $133,120.00 - $249,600.00/yr USD in the US, or $118,480.00 - $194,381.00/yr CAD in Canada, plus eligibility for bonus, stock and benefits. Our pay ranges are determined by role, level, and location. Within the range, individual pay is determined by work location and additional factors, including job-related skills, experience, and relevant education or training. During the hiring process, a recruiter can share more about the specific pay range for a preferred location. Pay and benefit information by country are available at: https://careers.agilent.com/locations
Agilent Technologies, Inc. is an Equal Employment Opportunity and merit-based employer that values individuals of all backgrounds at all levels. All individuals, regardless of personal characteristics, are encouraged to apply. All qualified applicants will receive consideration for employment without regard to sex, pregnancy, race, religion or religious creed, color, gender, gender identity, gender expression, national origin, ancestry, physical or mental disability, medical condition, genetic information, marital status, registered domestic partner status, age, sexual orientation, military or veteran status, protected veteran status, or any other basis protected by federal, state, local law, ordinance, or regulation and will not be discriminated against on these bases. Agilent Technologies, Inc., is committed to creating and maintaining an inclusive in the workplace where everyone is welcome, and strives to support candidates with disabilities. If you have a disability and need assistance with any part of the application or interview process or have questions about workplace accessibility, please email job_posting@agilent.com or contact +1-262-754-5030. For more information about equal employment opportunity protections, please visit www.agilent.com/en/accessibility.
Travel Required:
25% of the Time
Shift:
Day
Duration:
No End Date
Job Function:
Marketing

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