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Vice President Recruitment Jobs (NOW HIRING)

AMN Healthcare

VP, RPO

Dallas, TX · On-site

Vice President, Recruitment Process Outsourcing (RPO) Job Summary The Vice President, Recruitment Process Outsourcing (RPO) serves as a key executive leader responsible for driving the growth ...

VulcanForms

VP, Recruiting

Devens, MA · On-site

$223K - $307K/yr

Job Purpose We're looking for a Vice President of Recruiting to build the next phase of our recruiting organization. We hire a mix of technical and manufacturing roles, from software and controls ...

CFS

Vice President of Recruitment

New Rochelle, NY

$130K - $140K/yr

Vice President of Recruitment Location: New Rochelle, NY Compensation: $130,000-$140,000 About the Company Our client is a respected nonprofit organization experiencing continued growth and expansion.

ShortList Recruitment Limited

\n \n \n VP of Finance Austin Hybrid Circa $240,000 plus equity ShortList is recruiting for a Vice President of Finance for a profitable Austin\-based B2B SaaS business, with an established client ...

Mattson Technology, Inc.

VP, Sales

Fremont, CA · On-site

$180 - $250/hr

Title: VP/SVP of Business Company: Mattson Technology, Inc. a 38-year Silicon Valley company ... Mattson Technology recognizes that to recruit and retain a team of highly qualified employees, we ...

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All JobsVice President Recruitment Jobs

Vice President Recruitment information

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$120.5K

$187.5K

How much do vice president recruitment jobs pay per year?

As of Aug 9, 2026, the average yearly pay for vice president recruitment in the United States is $120,547.00, according to ZipRecruiter salary data. Most workers in this role earn between $78,500.00 and $168,000.00 per year, depending on experience, location, and employer.

What are the key skills and qualifications needed to thrive as a vice president of recruitment, and why are they important?

To thrive as a Vice President of Recruitment, you need extensive experience in talent acquisition, strategic workforce planning, and a strong understanding of employment law, typically supported by a bachelor’s or master’s degree in human resources or a related field. Familiarity with applicant tracking systems (ATS), HR analytics platforms, and relevant certifications such as SHRM-SCP or SPHR is highly valuable. Exceptional leadership, negotiation, and interpersonal skills distinguish top performers in this role. These competencies enable effective team management, data-driven decision-making, and the attraction of top talent to drive organizational success.

How does a vice president of recruitment typically collaborate with other executive leaders to shape talent acquisition strategies?

A Vice President of Recruitment works closely with other executive leaders, such as the Chief Human Resources Officer, department heads, and business unit leaders, to align talent acquisition strategies with overall business objectives. This collaboration often involves regular strategy meetings, data-driven discussions, and joint planning sessions to forecast workforce needs and address talent gaps. By engaging with cross-functional stakeholders, the VP of Recruitment ensures that hiring initiatives support organizational growth, culture, and diversity goals, while also adapting to changing market conditions.

What does a vice president of recruitment do?

A Vice President of Recruitment is responsible for developing and implementing strategies to attract, hire, and retain top talent for an organization. They oversee the recruitment team, manage relationships with external search firms, and ensure that hiring practices align with the company's goals and values. This executive role often involves collaborating with senior leadership to forecast staffing needs and create policies that enhance the candidate experience. Additionally, they analyze recruitment metrics to improve efficiency and support diversity and inclusion initiatives.

What is the difference between Vice President Recruitment vs Talent Acquisition Manager?

AspectVice President RecruitmentTalent Acquisition Manager
CredentialsTypically requires extensive HR or recruitment experience, often with a master's degree in HR or related fieldUsually holds a bachelor’s degree in HR, Business, or related field; some roles prefer HR certifications
Work EnvironmentStrategic leadership role, overseeing recruitment departments and aligning hiring strategies with company goalsOperational role focused on executing recruitment plans, sourcing candidates, and managing hiring processes
Employer & Industry UsageCommon in large corporations and industries with complex hiring needsWidely used across industries for managing day-to-day recruitment activities

The Vice President Recruitment focuses on strategic leadership and high-level planning for talent acquisition, while the Talent Acquisition Manager handles the hands-on execution of recruitment processes. Both roles are essential but differ mainly in scope and responsibility.

What cities are hiring for Vice President Recruitment jobs? Cities with the most Vice President Recruitment job openings:
What are the most commonly searched types of Recruitment jobs? The most popular types of Recruitment jobs are:
What states have the most Vice President Recruitment jobs? States with the most job openings for Vice President Recruitment jobs include:
What job categories do people searching Vice President Recruitment jobs look for? The top searched job categories for Vice President Recruitment jobs are:
Vice President Recruitment jobs near you
Infographic showing various Vice President Recruitment job openings in the United States as of August 2026, with employment types broken down into 88% Full Time, 9% Part Time, and 3% Contract. Highlights an 94% Physical, 2% Hybrid, and 4% Remote job distribution, with an average salary of $120,547 per year, or $58 per hour.

Vice President, Recruiting

Lincoln Investment

Fort Washington, PA • On-site

Full-time

Re-posted yesterday

Job description

Lincoln Investment is recognized as one of Philadelphia's Top Workplaces for sixteen years, is an independent broker dealer and registered investment advisor that offers brokerage, investment advisory and other financial services. Lincoln has about 1,000 financial professionals nationwide and we serve over 310,000 clients representing over $60 billion in assets. We are a majority family-owned financial services firm that regards our employees as integral players in our continuous growth. Lincoln Investment's success is built upon our dedication to helping people retire well and promoting a work environment that fosters success. Our financial strength and profitability are natural results of "helping people, having fun, and enjoying success." Lincoln Investment offers a competitive compensation and benefits package. Our Home Office is conveniently located in Fort Washington, PA, just outside of Philadelphia.
Basic Function: The Vice President, Recruiting is responsible for designing, leading, and executing the firm's advisor growth strategy. This executive leader will oversee all aspects of advisor acquisition, including third-party recruiter relationships, internal recruiting resources, advisor referral programs, Regional Vice President recruiting partnerships, and recruiting analytics.
Beyond recruiting, this leader will partner across the organization to ensure Lincoln delivers an exceptional advisor onboarding and transition experience that supports recruiting success, advisor satisfaction, and long-term growth.
The successful candidate will create scalable processes and strategies that enhance advisor acquisition, improve conversion rates, accelerate advisor productivity, and strengthen Lincoln's position as a destination firm for both wealth management and retirement-focused advisors.
This role is critical to achieving Lincoln's long-term growth objectives and will serve as the firm's central point of accountability for advisor acquisition strategy, recruiting effectiveness, and advisor growth initiatives.
Key Responsibilities
  • Advisor Growth & Recruiting Strategy
    • Develop and execute a comprehensive advisor growth strategy aligned with enterprise objectives.
    • Establish annual recruiting goals for advisor headcount, transferable revenue, advisory assets, and strategic market opportunities.
    • Create and manage a disciplined advisor acquisition process from prospect identification through appointment and successful integration.
    • Develop recruiting initiatives targeting experienced independent advisors, breakaway advisors, employee advisors, and strategic branch opportunities.
    • Build advisor acquisition strategies across both wealth management and public education markets.
    • Identify new channels and opportunities to drive sustainable advisor growth.
  • Third-Party Recruiter Management
    • Lead all relationships with external recruiting firms and strategic recruiting partners.
    • Establish recruiter segmentation, performance expectations, and accountability measures.
    • Evaluate recruiter productivity, conversion rates, and quality of candidates.
    • Negotiate recruiting agreements and compensation structures.
    • Ensure recruiting partners are aligned with Lincoln's growth objectives and candidate standards.
  • Internal Recruiting Leadership
    • Lead and develop internal recruiting personnel.
    • Establish activity expectations, pipeline management standards, and performance metrics.
    • Implement best practices for sourcing, qualification, candidate engagement, and conversion.
    • Develop scalable recruiting processes that improve efficiency and effectiveness.
  • Regional Vice President Recruiting Partnership
    • Create a recruiting operating model that clearly defines the partnership between RVPs and recruiting resources.
    • Establish accountability and collaboration standards across the field leadership organization.
    • Provide recruiting coaching, tools, and support to Regional Vice Presidents.
    • Facilitate pipeline reviews and recruiting strategy discussions with field leadership.
    • Ensure recruiting efforts remain aligned with territory growth objectives.
  • Advisor Referral Program Development
    • Design and manage advisor referral initiatives.
    • Increase advisor participation in recruiting efforts.
    • Develop recognition and incentive programs that encourage advisor introductions and referrals.
    • Measure referral effectiveness and advisor engagement.
    • Establish advisor referrals as a meaningful source of future growth.
  • Advisor Onboarding & Growth Experience

A key responsibility of this role will be partnering with stakeholders across the organization to continuously enhance the advisor onboarding and transition experience.
The Vice President, Advisor Growth Strategy will work closely with the Onboarding & Transitions team, Operations, Compliance, Technology, Marketing, and Field Leadership to identify opportunities to further strengthen Lincoln's advisor experience and support the firm's growth objectives.
Responsibilities include:
    • Partner with internal stakeholders to evaluate and enhance the advisor onboarding and transition experience.
    • Help create a differentiated advisor journey that supports recruiting success and advisor satisfaction.
    • Identify opportunities to improve communication, coordination, and transparency throughout the transition process.
    • Collaborate with the Onboarding & Transitions team to streamline advisor engagement from signed agreement through successful integration into the firm.
    • Support initiatives that improve advisor readiness, early productivity, and long-term success.
    • Assist in establishing meaningful service standards and advisor feedback mechanisms.
    • Leverage advisor feedback and industry best practices to identify opportunities for continuous improvement.
    • Work across business units to ensure a consistent and high-quality experience for newly affiliated advisors.
  • Recruiting Analytics & Business Intelligence
    • Develop executive recruiting dashboards and scorecards.
    • Track recruiting activity, conversion ratios, appointment rates, asset transfer rates, and advisor retention.
    • Analyze recruiting trends and provide recommendations to improve growth outcomes.
    • Utilize data to improve recruiting efficiency, resource allocation, and decision-making.
    • Provide regular reporting and strategic insights to executive leadership.
  • Cross-Functional Leadership
    • Partner closely with leaders across the organization to ensure advisor growth initiatives align with enterprise objectives and strategic priorities:
      • Business Development
      • Operations
      • Compliance
      • Legal
      • Marketing
      • Advisor Experience
      • Retirement Division
      • IM&R
      • Finance
      • Executive Leadership
  • Success Metrics

The Vice President, Advisor Growth Strategy will be measured on:
    • Advisor Growth
      • Net advisor growth
      • Experienced advisor appointments
      • Verified trailing-12 revenue recruited
      • Verified advisory assets recruited
    • Recruiting Effectiveness
      • Prospect-to-meeting conversion
      • Meeting-to-offer conversion
      • Offer-to-appointment conversion
      • Appointment-to-funded advisor conversion
    • Advisor Experience
      • Advisor onboarding satisfaction
      • Time-to-appointment
      • Time-to-first asset transfer
      • Time-to-productivity
      • Advisor engagement and retention outcomes
    • Leadership & Partnership
      • Third-party recruiter productivity
      • Internal recruiter productivity
      • RVP recruiting engagement
      • Advisor referral participation
      • Cross-functional collaboration and execution
  • Qualifications
    • Required
      • 10+ years of experience in financial services recruiting advisor acquisition, business development, field leadership, or related growth-oriented roles.
      • Proven success recruiting experienced financial advisors, advisory practices, or branches.
      • Experience within an independent broker-dealer, RIA, wealth management, retirement services, or related financial services organization.
      • Demonstrated ability to build and scale growth initiatives and recruiting programs.
      • Experience leading teams and managing external recruiting partners.
      • Strong analytical, operational, and strategic planning capabilities.
      • Exceptional communication, relationship management, and leadership skills.
    • Preferred
      • Experience supporting advisor transitions and onboarding initiatives.
      • Experience within an independent broker-dealer environment.
      • Familiarity with advisory platforms, retirement services, public education markets, and advisor practice management.
      • Experience implementing recruiting technology, CRM systems, and pipeline management tools.
  • Leadership Characteristics
    • The ideal candidate will be:
      • Growth-oriented and results-driven.
      • Strategic while remaining highly execution focused.
      • Skilled at building scalable processes and systems.
      • Collaborative and effective in cross-functional environments.
      • Able to influence without direct authority.
      • Passionate about advisor experience and advisor success.
      • Data-driven in decision making.
      • Comfortable operating in an entrepreneurial and growth-focused organization.
  • Why This Role Matters
    • Lincoln's future growth depends on its ability to consistently attract, onboard, and retain high-quality advisors. The Vice President, Advisor Growth Strategy will help shape the firm's growth engine by strengthening advisor acquisition capabilities, enhancing advisor experiences, and creating scalable processes that support long-term success.
  • Primary Mandate: Build a sustainable and repeatable advisor growth strategy that enables Lincoln to attract exceptional advisors, deliver an outstanding affiliation experience, and drive consistent organic growth across the enterprise.

Lincoln Investment is an equal opportunity employer. Lincoln Investment prohibits discrimination and harassment of any type and affords equal employment opportunities to employees and applicants without regard to race, color, religion, sex, sexual orientation, gender identity or expression, pregnancy, age, national origin, disability status, genetic information, protected veteran status, or any other characteristic protected by law. Lincoln Investment conforms to the spirit as well as to the letter of all applicable laws and regulations.

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