Recruiting Manager

Overview

The Recruiting Manager oversees talent acquisition for Chaplain positions at Corporate Chaplains of America (CCA). This role is responsible for building a robust pipeline of candidates, researching, interviewing, testing, and referring applicants for open positions. The Recruiting Manager ensures a steady flow of qualified applicants to support company goals and objectives. This position requires approximately 10% travel.

Responsibilities

ESSENTIAL DUTIES AND RESPONSIBILITIES include the following. Other duties may be assigned.

• Collaborate with internal departments and external agencies to drive recruitment efforts.
• Manage both external and internal hiring processes, including internal talent assessment for advancement opportunities.
• Execute the recruitment strategy through job posting optimization, recruitment marketing, sourcing channels, and campaign planning.
• Proactively identify and source candidates for current and future CCA roles.
• Build and maintain a strong talent pipeline using social engagement and talent community strategies.
• Oversee the full recruitment life cycle, including sourcing, screening, interviewing, and assessing candidates.
• Provide candidates with accurate information regarding organizational benefits, salary, and culture.
• Utilize social media, job boards, internet sourcing, and other tools to attract top talent.
• Develop and manage college and seminary recruiting initiatives.
• Attend and participate in job fairs, mission fairs, conventions, and association events.
• Administer applicant tracking systems (e.g., iCIMS) and recruiting CRM tools for process management and reporting.
• Maintain effective relationships with third-party recruitment agencies and staffing firms.
• Lead and participate in weekly recruitment meetings to engage key stakeholders.
• Develop and maintain relationships with seminaries, churches, and ministry networks to identify talent streams.
• Ensure recruiting best practices for hiring top Chaplain talent.
• Administer and evaluate pre-employment tests and assessments.
• Review candidate applications and conduct structured interviews to determine fit.
• Ensure strict confidentiality of applicant and organizational information in accordance with CCA privacy policies.
• Demonstrate consistent alignment with CCA’s mission and values.
• Lead or participate in Biblical devotions, worship, and group prayer.

Qualifications

To perform this role successfully, an individual must meet the following requirements:

• Strong personal relationship with Jesus Christ and a clear calling to serve in corporate chaplaincy.
• Commitment to CCA’s Christian mission, Statement of Faith, Core Values, and Missionary Mindset.
• Active participation in a local Christian church.
• Demonstrated integrity and maturity in Christian walk and faith.
• High emotional intelligence and discretion in handling confidential information.
• Client-focused with exceptional interpersonal skills.
• Proficiency in applicant tracking systems (preferably iCIMS) and recruitment technology.
• Excellent written and verbal communication skills.
• Ability to create reports, write business correspondence, and present to various stakeholders.
• Strong time management, attention to detail, and organizational skills.
• Working knowledge of employment laws and HR best practices related to recruiting is preferred.
• Ability to work independently and collaboratively in a fast-paced environment.

SUPERVISORY RESPONSIBILITIES

• Assist with managing, mentoring, and directing the recruiting team and its initiatives.

EDUCATION AND EXPERIENCE

• Bachelor’s degree in Human Resources, Business Administration, or related field (or equivalent experience).
• Minimum 5–7 years of progressive recruiting experience.
• Proven experience leading a recruiting team or function.
• Prior experience with faith-based organizations or ministry recruitment is a plus.

TRAVEL REQUIREMENTS

• Approximately 10% travel to job fairs, mission fairs, and networking events.
• Relationship-building with seminaries, churches, and ministry leaders is expected.

ENVIRONMENTAL FACTORS / PHYSICAL DEMANDS

• Work is primarily performed in an office environment.
• Regular communication with employees and candidates via phone and email.
• Frequent use of a computer for data entry and communication.
• May require repetitive motion such as typing and extended periods of sitting.
• Occasional lifting of up to 30 pounds; some bending, reaching, or kneeling may be required.

*TITLE VII RELIGIOUS ORGANIZATION EXCEPTION: Under Title VII, religious organizations are permitted to give employment preference to members of their own religion. The exception applies only to those institutions whose “purpose and character are primarily religious.”