Talent Ascension Group

About Talent Ascension Group

Talent Ascension Group (TAG) is building a different kind of search firm.

We specialize in placing mid-level leaders with the same rigor, precision, and standards most firms reserve for executive search. Our clients trust us because we do not operate like a volume contingency shop. We run structured, high-touch searches focused on quality, fill rate, and long-term fit. We partner with companies to recruit high-impact Manager, Director, and VP-level leaders across key business functions.

Our vision is to become the obvious, default partner for mid-level leadership hiring.

The Role

Head of Recruiting: the architect and operator of TAG's delivery engine.

This role exists to build and lead a scalable, high-performance recruiting organization capable of supporting TAG’s next stage of growth.

The Head of Recruiting owns outcomes across the entire recruiting function and is accountable for delivery predictability, quality, capacity, and the operational health of the firm. This is not a senior individual-contributor role built around personal billings. It is a leadership role built around creating a team and system that consistently deliver:

• High fill rates
• Predictable placement volume
• Shorter cycle times
• High-quality candidate pipelines
• Strong client retention

What You'll Own

1. Delivery Performance

Own firm-wide recruiting output and the health of every active search.

Core metrics include:

• Fill Rate
• Placement Volume
• Time to Fill
• Time to Offer
• Qualified Submittals per Search
• Team Submittals per Week

This role is accountable for firm-wide recruiting output, not personal billings.

2. Recruiting Engine Design + Optimization

Design and continuously improve:

• Search kickoff process
• Intake calibration standards
• Candidate evaluation framework
• Submittal standards (quality bar)
• Interview preparation process
• Offer management workflow
• Candidate follow-up cadence
• Post-placement check-in system

Goal: Delivery becomes systematic, repeatable, and independent of founder intervention.

3. Team Leadership + Development

Build a recruiting team capable of consistently executing high-quality searches.

Responsible for:

• Hiring recruiters
• Onboarding
• Training on TAG methodology
• Weekly 1:1 performance reviews
• Pipeline reviews/team huddles
• Submittal quality review
• Coaching to improve judgment and skill, not just activity

You will develop people to improve judgment and skill, not simply activity levels.

4. Capacity Planning

Forecast recruiting capacity against projected search demand.

You will:

• Define when TSG needs additional delivery talent
• Flag risk when deal flow exceeds execution capacity
• Maintain proper recruiter-to-search ratios
• Protect fill rate during growth

Goal: TAG knows what it can deliver on and when it needs to add capacity

5. Quality Control

Protect TAG’s quality standards across every search.

You will:

• Audit submittals weekly
• Track candidate-to-interview ratio
• Track candidate drop-off
• Identify broken searches early
• Step into critical searches when necessary

6. Delivery Forecasting and Revenue Visibility

Own delivery-side revenue predictability and forward visibility into placement performance.

Responsible for:

• Producing a rolling 30/60/90-day placement forecast
• Projecting expected revenue based on active searches and stage-weighted probability
• Identifying at-risk searches that may impact forecasted revenue
• Flagging constraints that could delay projected placements
• Partnering with sales leadership to align search intake with delivery capacity
• Maintaining forecast accuracy

Goal: Delivery becomes measurable, forecastable, and economically controlled.

7. Recruiting Infrastructure + Systems

Build the systems and operating discipline required to scale delivery.

Responsible for:

• Optimizing ATS/CRM systems
• Building KPI dashboards and reporting visibility
• Standardizing documentation and search playbooks
• Implementing automation where appropriate
• Ensuring data accuracy and reporting integrity

Goal: Delivery performance is visible, measurable, and systems-driven.

The Leader We’re Looking For

You are likely a strong fit if you have:

• Built, led, or materially improved a professional, retained, or executive-search delivery organization
• Deep command of search execution: intake calibration, market mapping, candidate assessment, client management, candidate closing, and offer management
• A track record of improving fill rate, cycle time, recruiter output, or delivery predictability
• Experience hiring, developing, and holding recruiters accountable to a high quality bar
• Strong operational judgment: you use data to diagnose performance, but understand that recruiting quality cannot be reduced to activity metrics alone
• A builder’s mindset: you enjoy creating systems, standards, dashboards, and operating rhythms from scratch
• The confidence to address performance problems, challenge assumptions, and protect standards
• Comfort operating in a fast-moving, entrepreneurial firm where strategy and execution happen side by side

Why Join TAG

• Build and lead the delivery engine of a high-trust, high-performance search firm.
• Own real outcomes: recruiting team performance, search quality, fill rate, capacity, systems, and delivery forecasting.
• Shape how TAG scales from a founder-led business into a predictable, market-leading recruiting organization.
• Work in a focused market: Manager, Director, and VP-level leadership search, not high-volume resume vending.
• Join a firm that prioritizes long-term client relationships, quality of hire, and successful placements over transaction volume.
• Have direct access to the founder, fast decision-making, and the authority to implement better systems and standards.
• Building the team and operating model that prevents future capacity bottlenecks.
• Create visible, firm-wide impact by increasing delivery capacity, strengthening recruiter performance, and reducing founder dependency.
• Step into a genuine leadership runway: as TAG scales, this role can become an executive leader of a substantial recruiting organization.
• Build without corporate layers, outdated processes, or the expectation that you simply maintain someone else’s machine.