Recruitment Marketing Manager

We're seeking a strategic and operationally excellent Sr. Director of Recruitment Marketing to build and scale our recruitment marketing function from the ground up. In this high-impact role, you'll develop and execute integrated recruitment marketing strategies across our veterinary care organization, building scalable systems that improve conversion, reduce time-to-fill, and enhance candidate experience. You'll own the end-to-end recruitment marketing strategy—from candidate nurture journeys and lifecycle/CRM to programmatic job advertising, analytics, and employer brand activation. This is a builder role for someone who thrives in creating infrastructure, implementing technology, and driving measurable business impact through data-driven marketing. KEY SUCCESS METRICS Measurable improvement in funnel conversion rates and cost-per-hire within first 12 months Successful implementation of candidate nurture journeys with demonstrated impact on time-to-fill and candidate engagement Deployment of recruitment marketing technology stack and measurement framework on time and on budget Increased career site traffic, application volume, and applicant quality year-over-year Improved candidate experience scores (cNPS or satisfaction ratings) through journey optimization ROI improvement on programmatic job advertising and Indeed spend Executive-ready dashboards and reporting that connect recruitment marketing activity to hiring outcomes ROLE COMPETENCIES PEOPLE & TEAM LEADER Build and lead a high-performing recruitment marketing team  Establish operating cadence, performance goals, and professional development plans Identify emerging talent and create stretch opportunities to accelerate growth and capability development Foster a culture of experimentation, data-driven decision making, and continuous improvement Address performance issues promptly with appropriate support and accountability measures Create development plans tailored to individual team members' strengths and growth areas OPERATIONAL EXECUTION Systematically identify and remove barriers to efficient candidate flow and conversion Balance standardization needs with appropriate flexibility for different roles, markets, and hiring contexts Implement systems to track progress and ensure accountability across recruitment marketing initiatives FINANCIAL STEWARDSHIP  Demonstrate strong command of recruitment marketing levers that impact cost-per-hire and hiring velocity Make resource allocation decisions across channels and vendors that balance short-term results with long-term growth Implement innovative solutions to optimize programmatic spend, vendor costs, and technology investments Translate hiring targets into specific recruitment marketing budget requirements and investment plans Maintain discipline around technology expenditures and demonstrate clear return on investment CROSS FUNCTIONAL COLLABORATION Work effectively with Marketing, IT, HRIS, FP&A, and TA teams to align roadmaps and accelerate execution Advocate for recruitment marketing needs while maintaining an enterprise perspective Navigate organizational relationships to accelerate decision-making and resource allocation Align recruitment marketing initiatives with broader marketing, brand, and business priorities Resolve cross-departmental issues to maintain operational momentum and project timelines CHANGE MANAGEMENT Guide TA teams through technology implementations and process changes with clear communication and expectation setting Manage resistance to change through empathy, compelling vision-sharing, and demonstrating early wins Adapt implementation approaches based on team readiness, capability, and organizational capacity Celebrate successes and build momentum for larger transformations and capability expansion Maintain operational stability during periods of significant change and technology transitions COMMUNICATION Tailor messages appropriately for different audiences, from TA recruiters to executive leadership Translate complex recruitment marketing performance and analytics into clear, actionable insights Build trusting relationships through consistent follow-through and transparent dialogue with stakeholders Influence without authority across functional boundaries and organizational levels Create compelling narratives that inspire action, adoption, and commitment to recruitment marketing initiatives.  WAG VALUES Leads with respect, integrity, and accountability. Treats others with empathy and respect. Exemplifies and leads the team to align with WAG values. Collaborates with the team to focus on solutions. Finds a way to say yes.    REQUIRED EDUCATION AND EXPERIENCE   10+ years of progressive experience in recruitment marketing, growth marketing, or talent acquisition marketing with demonstrated results at scale Proven track record building recruitment marketing functions from the ground up, including technology selection, process design, and team development Deep expertise in lifecycle/CRM marketing, candidate nurture strategy, segmentation, and marketing automation Strong command of recruitment marketing technology platforms, including career sites, CRM, and marketing automation Expert-level proficiency with Google Analytics and marketing measurement frameworks; ability to connect activity to business outcomes Demonstrated success managing programmatic job advertising and Indeed strategy with measurable ROI Experience supporting high-volume hiring (5,000+ hires annually) across multiple roles, locations, or business units Exceptional stakeholder management skills with experience presenting to and influencing senior leadership Advanced knowledge of marketing automation, email marketing platforms, and CRM systems (Avature experience preferred) Proficiency in web analytics (Google Analytics), tag management, and conversion tracking Ability to build dashboards, reports, and executive-ready insights from complex data sets PHYSICAL DEMANDS The physical demands described here are representative of those that must be met by a teammate to successfully perform the essential functions of this job. The teammate is occasionally required to sit; climb or balance; and stoop, kneel, crouch or crawl. Move, lift, carry, push, pull, and place objects weighing less than or equal to 20 pounds without assistance. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception, and ability to adjust focus.   OTHER DUTIES This role requires a dynamic, strategic, and people-centric leader with a passion for veterinary medicine and business excellence. This position requires an operational leader who excels at execution, team development, and translating strategy into action. The successful DVP will demonstrate the ability to drive consistent performance while maintaining flexibility to address the unique needs of diverse hospital environments. Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the teammate for this job. Duties, responsibilities, and activities may change at any time with or without notice.   EEO AND REASONABLE ACCOMODATIONS Mission Pet Health is an equal opportunity employer. Hiring decisions are administered without regard to race, color, creed, religion, sex, pregnancy, sexual orientation, gender identity, age, national origin, ancestry, citizenship status, disability, veteran status, genetic information, or any other basis protected by applicable federal, state, or local law. We embrace diversity and are committed to creating an inclusive environment for all employees. Applicants with disabilities may be entitled to reasonable accommodation under the Americans with Disabilities Act and certain state or local laws. If you need a reasonable accommodation to perform the essential functions of a position, please send an email to [email protected] and let us know the nature of your request and your contact information.