Talent Acquisition Manager - Call Center

Position Title: Call Center Recruitment Manager

Department: Human Resources / Talent Acquisition

Employment Type: Full-Time

Shift Timing: 8:30 PM IST to 5:30 AM IST

Working Days: Alternate Saturdays off

Role Overview

We are looking for an experienced Call Center Recruitment Manager to lead high-volume hiring for call center, sales, customer service, and remote support roles.

This person will be responsible for building and managing a recruitment process that can consistently hire qualified candidates across multiple channels, including Indeed, Facebook, job boards, sourcing websites, referrals, and direct outreach.

The ideal candidate should have strong experience hiring for both remote work-from-home roles and in-office call center roles, including international hiring across countries such as Mexico, the Philippines, India, and other cost-effective talent markets.

This role requires someone who understands high-volume recruitment, sales hiring, recruiter management, sourcing strategy, candidate screening, reporting, and team accountability.

Key Responsibilities

1.? High-Volume Call Center Recruitment

Lead recruitment for call center roles, including sales agents, customer service representatives, appointment setters, virtual assistants, and support staff.

Manage high-volume hiring pipelines for both remote and in-office positions.

Ensure recruiters consistently sourcing, screening, interviewing, and moving candidates through the hiring process.

Build repeatable hiring workflows that can support fast hiring without compromising candidate quality.

Track daily, weekly, and monthly hiring targets.

2.? Multi-Channel Sourcing

Build sourcing strategies using multiple hiring platforms, including:

Indeed

Facebook groups and paid ads

LinkedIn

Job boards

Local sourcing websites

Referral programs

Recruitment agencies

Direct sourcing and outreach

Identify which channels produce the best candidates by location, role, and cost.

Test and improve job postings, sourcing messages, and screening scripts.

Maintain a strong candidate pipeline for current and future hiring needs.

3.? International Recruitment

Hire remote call center talent across international markets such as Mexico, the Philippines, India, and other countries with strong call center talent pools.

Understand how to source candidates in different countries using local platforms, Facebook communities, job boards, and referral networks.

Build hiring strategies for low-cost, high-quality remote talent.

Manage hiring for different time zones, communication standards, compensation expectations, and role requirements.

Ensure candidates are suitable for remote work, including internet reliability, work setup, communication ability, and availability.

4.? In-Office Recruitment

Manage recruitment for in-office call center teams when required.

Source candidates locally for office-based roles.

Build walk-in hiring, referral hiring, and local job board strategies.

Coordinate interviews, assessments, and onboarding with internal teams.

Ensure hiring plans support seat??????? capacity, training batches, and operational requirements.

5.? Sales Hiring

Recruit for high-volume sales roles in a call center environment.

Screen candidates for communication skills, confidence, persuasion ability, objection handling, and sales mindset.

Ensure candidates have the right attitude for performance-driven sales roles.

Work with operations and sales managers to understand hiring quality and candidate performance after joining.

Improve screening questions and interview processes based on sales performance feedback.

6.? Recruitment Team Management

Manage a team of recruiters responsible for sourcing, screening, interviewing, and candidate follow-up.

Assign daily and weekly recruitment targets to each recruiter.

Monitor recruiter activity, including:

Number of candidates sourced

Number of candidates contacted

Number of interviews scheduled

Number of interviews completed

Number of offers made

Number of joiners

Review recruiter performance and provide coaching where needed.

Ensure recruiters are following the correct process, using proper communication, and updating recruitment trackers accurately.

Hold recruiters accountable for speed, quality, follow-up, and hiring results.

7.? Recruitment Process & Reporting

Build and maintain recruitment trackers, dashboards, and reports.

Track hiring funnel performance from sourcing to joining.

Report daily and weekly progress to leadership.

Identify bottlenecks in the recruitment process and fix them quickly.

Improve candidate response rates, interview show-up rates, offer acceptance rates, and joining rates.

Maintain accurate candidate data and hiring records.

8.? Candidate Screening & Quality Control

Ensure candidates are properly screened before moving forward.

Review??? candidate??? communication??? skills,??? experience,??? availability,?? compensation expectations, and role fit.

Build screening questions for call center, sales, customer service, and remote roles.

Audit recruiter screening quality to make sure poor-fit candidates are not being pushed forward.

Maintain hiring standards while still meeting volume targets.

9.? Stakeholder Coordination

Work closely with operations managers, sales managers, HR, training teams, and leadership.

Understand hiring needs, batch requirements, role expectations, and performance feedback.

Coordinate with training teams to ensure new hires are ready for onboarding.

Provide leadership with clear updates on hiring progress, challenges, and solutions.

Required Experience

5+ years of recruitment experience, preferably in call center, BPO, sales, customer service, or remote workforce hiring.

2+ years of experience managing recruiters or a recruitment team.

Strong experience with high-volume hiring.

Experience hiring for sales-focused call center roles.

Experience using platforms such as Indeed, Facebook, LinkedIn, job boards, and sourcing websites.

Experience hiring remote talent internationally is strongly preferred.

Experience hiring in countries such as Mexico, the Philippines, India, or similar talent markets is a plus.

Experience hiring both remote and in-office employees.

Strong understanding of recruitment funnels, hiring metrics, and recruiter performance tracking.

Required Skills

High-volume recruitment management

Call center and sales hiring

International remote hiring

In-office hiring

Recruiter team management

Candidate sourcing strategy

Interview and screening process design

Hiring funnel reporting

Strong communication skills

Strong follow-up and organization

Ability to manage targets and deadlines

Ability to hold recruiters accountable

Ability to work in a fast-paced environment

Key Performance Indicators

The Call Center Recruitment Manager will be measured on:

Number of qualified candidates sourced

Interview scheduled rate

Interview show-up rate

Offer acceptance rate

Joining rate

Time-to-fill

Cost per hire

Recruiter productivity

Candidate quality after joining

Hiring target completion

Retention of new hires during the first 30?60 days

Ideal Candidate Profile

The ideal candidate is someone who has already managed high-volume call center recruitment and understands how to build a strong hiring pipeline quickly.

They should be comfortable managing recruiters, working with hiring targets, sourcing from multiple platforms, hiring internationally, and improving the recruitment process based on results.

This person should not only be a recruiter. They should be recruitment managers who can manage people, build process, track numbers, and deliver consistent hiring results.

Preferred Background

BPO recruitment

Call center recruitment

Sales recruitment

Remote workforce recruitment

International recruitment

High-volume hiring

Recruitment operations

Staffing agency experience

Experience managing recruiters or sourcing teams

Work Expectations

Own the full recruitment process for call center hiring. Manage recruiters closely and ensure daily activity is completed. Build strong sourcing channels in multiple countries. Maintain clear recruitment reporting. Keep hiring quality high while meeting volume targets. Work closely with leadership and operations to support business growth.