Company Description LinkedIn is the world’s largest professional network, built to create economic opportunity for every member of the global workforce. Our products help people make powerful connections, discover exciting opportunities, build necessary skills, and gain valuable insights every day. We’re also committed to providing transformational opportunities for our own employees by investing in their growth. We aspire to create a culture that’s built on trust, care, inclusion, and fun – where everyone can succeed.

Join us to transform the way the world works.

Job Description This role will be based in Omaha.

At LinkedIn, our approach to flexible work is centered on trust and optimized for culture, connection, clarity, and the evolving needs of our business. The work location of this role is hybrid, meaning it will be performed both from home and from a LinkedIn office on select days, as determined by the business needs of the team.

The Scaled Sales Development team powers LinkedIn’s small business growth across our online talent solutions. As part of a newly created recruiting function within this space, this team will build, test, and operationalize new recruiting motions that enable hiring at scale.

We are seeking a Recruiting Manager (Manager 3) who thrives in fast-paced, ambiguous environments and is energized by building high-performing teams and repeatable programs. You will lead a team of recruiters responsible for generating high-quality pipelines, managing full funnel hiring activities, validating early signals, and delivering exceptional candidate experiences.

This role blends people leadership, operational rigor, program design, and data-driven decision-making to shape the future of scaled talent acquisition for LinkedIn’s SMB ecosystem.

What You'll Do Team Leadership & Coaching

• Lead, coach, and develop a team of recruiters responsible for delivering high-quality candidate pipelines in a fast-paced, quota-driven environment.
• Build a culture of performance, accountability, inclusion, and continuous improvement.
• Model excellence in candidate experience, funnel management, and partnership with hiring managers.
• Recruit, onboard, and develop top recruiting talent that thrives in high-volume, high-velocity environments.

Program & Motion Development

• Translate business needs into scalable recruiting workflows, sourcing strategies, and candidate engagement motions.
• Build, test, and refine new recruiting approaches—capturing early signals, validating effectiveness, and determining readiness for scale.
• Create templatized processes, messaging frameworks, and best practices that ensure consistent recruiter execution.
• Establish feedback loops with recruiters, hiring managers, and cross-functional partners to iterate quickly and improve program quality.

Operational Excellence

• Own team hiring targets, funnel health, candidate quality standards, and recruiter productivity metrics.
• Use data to optimize sourcing strategies, forecast capacity, and identify opportunities for efficiency or quality improvements.
• Establish clear expectations for pipeline updates, communication cadences, and delivery timelines to ensure predictability.
• Partner with analytics and operations teams to build dashboards, insights, and reporting mechanisms that guide decision-making.

Cross-Functional Collaboration

• Act as the connective tissue between Recruiting, Product, Sales Strategy, and Operations to ensure alignment and seamless execution. Attending daily standups across teams.
• Represent the voice of the recruiter and candidate in cross-functional planning discussions.
• Partner with stakeholders to understand business priorities and design recruiting programs that support emerging customer needs.

Strategic Insights & Market Intelligence

• Stay informed on talent market dynamics, competitive insights, and sourcing trends that influence hiring strategies.
• Coach recruiters on market positioning, candidate influence, and storytelling to drive higher close rates.
• Provide business partners with insights that shape program design and long-term roadmap decisions.
• Advocate for high-quality outcomes, exceptional candidate experiences, and operational rigor across all scaled recruiting efforts.

Qualifications Basic Qualifications

• 4+ years of experience managing recruiting or sales teams.
• Demonstrated experience building or scaling new programs, processes, or teams.
• Proven track record leading teams to achieve hiring, funnel, or quota-based goals in a high-volume environment.

Preferred Qualifications

• Experience in high-growth, innovative, or incubation environments.
• Strong coaching and performance management skills with a history of developing high-performing teams.
• Demonstrated success testing, validating, and operationalizing new programs or processes.
• Analytical fluency with data storytelling skills that influence stakeholders.
• Ability to thrive in fast-paced, ambiguous environments while managing multiple priorities.
• Experience collaborating with cross-functional teams across Sales, Recruiting, Product, and Operations.
• Deep understanding of sourcing strategy, recruiting workflows, funnel management, and full-cycle talent acquisition.

Suggested Skills:

• Recruiting
• People Leadership
• Scaling Programs

LinkedIn is committed to fair and equitable compensation practices.

The pay range for this role is $203,000 to $210,000. Actual compensation packages are based on several factors that are unique to each candidate, including but not limited to skill set, depth of experience, certifications, and specific work location. This may be different in other locations due to differences in the cost of labor.

The total compensation package for this position may also include annual performance bonus, stock, benefits and/or other applicable incentive compensation plans. For more information, visit https://careers.linkedin.com/benefits.

Additional Information Equal Opportunity Statement We seek candidates with a wide range of perspectives and backgrounds and we are proud to be an equal opportunity employer. LinkedIn considers qualified applicants without regard to race, color, religion, creed, gender, national origin, age, disability, veteran status, marital status, pregnancy, sex, gender expression or identity, sexual orientation, citizenship, or any other legally protected class.

LinkedIn is committed to offering an inclusive and accessible experience for all job seekers, including individuals with disabilities. Our goal is to foster an inclusive and accessible workplace where everyone has the opportunity to be successful.

If you need a reasonable accommodation to search for a job opening, apply for a position, or participate in the interview process, connect with us at accommodations@linkedin.com and describe the specific accommodation requested for a disability-related limitation.

Reasonable accommodations are modifications or adjustments to the application or hiring process that would enable you to fully participate in that process. Examples of reasonable accommodations include but are not limited to:

• Documents in alternate formats or read aloud to you
• Having interviews in an accessible location
• Being accompanied by a service dog
• Having a sign language interpreter present for the interview

A request for an accommodation will be responded to within three business days. However, non-disability related requests, such as following up on an application, will not receive a response.

LinkedIn will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by LinkedIn, or (c) consistent with LinkedIn's legal duty to furnish information.

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