WIRB-Copernicus Group

JOB SUMMARY: The Lead Commercial Recruiter is responsible for leading end-to-end recruitment for revenue-driving functions, including Business Development, Marketing, Client Success, as well as critical operations and leadership roles. You will act as a strategic talent partner to senior leadership, advising on market trends, compensation benchmarks, and hiring strategy. The Lead Commercial Recruiter is responsible for developing and fulfilling recruiting strategies for WCG Clinical globally, ensuring that Talent Acquisition provides an outstanding experience to hire managers by sourcing high-quality candidates and follow up throughout all points of the recruitment cycle.

This position has great impact to our business and requires operating in a strategic, consultative, and hands-on capacity while driving continuous results. This role is responsible for managing the end-to-end recruitment processes, from discussing the profile with Hiring Managers, partnering with HR partners, building a robust sourcing strategy, managing the relationship with candidates, interview and offer stages, while developing and managing strong relationships with key stakeholders.

WHY WE LOVE WCG: At WCG, our employees are our most valuable asset and as with all our assets, we invest in them with an eye toward future success. We provide each eligible employee with a comprehensive set of benefits designed to protect their personal and financial health and to help them make the most of their future.

• Comprehensive Benefits package - Health, Dental, Vision, Life Disability, 401k with match, and flexible spending accounts
• Employee Assistance Programs and additional work/life resources
• Referral Bonuses and Tuition Reimbursement
• Flexible PTO
• Volunteer Time Off to benefit the community
• Opportunities for career development with on-the-job training, certification assistance and continuing education reimbursement

The expected base salary range for this position is $65,700 to $102,000. This salary range may vary based on the candidate's qualifications, experience, skills, education, and geographic location. 

ESSENTIAL DUTIES/RESPONSIBILITIES: To perform this job successfully, an individual must be able to perform each essential duty and responsibility satisfactorily. The accountabilities listed below are representative of the knowledge, skills, and/or ability required.

• Build and develop our in-house Talent Acquisition capability to attract and hire high quality diverse candidates, leveraging public channels such as social media, job boards and our careers website to develop a strong pipeline of external talent and embedding structured and robust selection processes.

• Lead the entire hiring lifecycle for quota-carrying sales and leadership roles, from initial intake to complex offer negotiations.

• The position is expected to maintain high efficiency while managing a high-volume pipeline of revenue-generating talent. Success will be measured by the following benchmarks:

  • Speed to Hire: Consistently maintain an average Time-to-Fill of <60 days for standard Business Development and Sales roles.

  • Pipeline Volume: Successfully manage and prioritize a consistent req load of 20-25 active roles across various seniority levels.

  • Sourcing Efficiency: Maintain a high "Submittal-to-Interview" ratio (aiming for 3:1), ensuring quality isn't sacrificed for speed.

  • Stakeholder Satisfaction: Achieve high hiring manager satisfaction scores by providing weekly data-driven updates on pipeline health and market blockers.

  • Offer Acceptance Rate: Target a 90% or higher offer acceptance rate through expert candidate closing and expectation management.

• Provide data-driven insights into talent availability and competitor analysis to influence hiring decisions.

• Partner closely with leaders and Human Resources Business Partners to define ideal candidate profiles and align recruitment efforts with company growth plans.

• Evaluate candidates for core sales competencies such as resilience, closing ability, and deal complexity experience.

• Develop and execute advanced outbound sourcing strategies using tools like LinkedIn Recruiter and Boolean search to build high-caliber talent pipelines.

• Partner with key stakeholders to enhance employer brand in the marketplace to aid direct recruitment and support WCG’s mission and values.

• Mentor and train the Talent Acquisition team as a SME in employer branding, outbound sourcing, pipelining and networking.

• Maintain recruiting database by ensuring that all information is entered accurately and in a timely manner and resumes are screened on a constant basis.

• Manage the interview schedule process.

• Contribute to the development and implementation of regional and global Talent Acquisition initiatives, staying current on recruiting industry and trends, including LinkedIn, AI, etc.

• Support confidential and executive recruitment efforts as needed.

• Develop, optimize, and manage recruitment vendor relationships, keeping utilization to a minimum.

• Facilitate trainings to Hiring Manager on best practices for recruiting and compliance.

• Other duties as assigned by supervisor. These may, on occasion, be unrelated to the position described here.

EDUCATION REQUIREMENTS:

• Bachelor’s degree, preferably in Business

CERTIFICATIONS/LICENSE/REGISTRATION REQUIREMENTS:

• Recruitment certifications and AI certifications highly preferred

QUALIFICATIONS/EXPERIENCE:

• A minimum of 5 years of full-cycle recruitment experience within life science with demonstrated success meeting and exceeding KPIs. 3 years specifically focused on sales or GTM/Commercial roles within clinical research, pharma or adjacent industry. RPO or Staffing experience highly preferred.
• A minimum of 1 year of leadership experience is required.
• Ability to pivot between 20+ roles without losing momentum on "hard-to-fill" commercial and operational roles.
• Experience managing applicant tracking system to track applicants through the selection cycle and using LinkedIn Recruiter in complex  matrix organizations.
• Demonstrated success in high-growth environments, including scaling sales teams from the ground up.
• Expertise in Applicant Tracking Systems (e.g., Avature, iCIMS) and CRMs.
• Implementation, data migration and ATS training experience highly preferred.
• Deep expertise in managing sales candidate pipelines through drip campaigns, networking, and in person events.
• Exceptional talent sourcing and negotiation tactics, interpersonal skills, and the ability to thrive in fast-paced, ambiguous environments.
• Technically savvy with the ability to learn new systems quickly. Proficient with Microsoft Office suite including Bookings and CoPilot.
• Highly organized with strong written and verbal communication skills.
• Proactive, strategic thinker with strong attention to detail.
• Ability to work in a fast-paced environment recruiting for diverse positions.
• Ability to handle ambiguity, stressful and/or confidential situations with ease, professionalism, and savviness.
• Ability to work in a demanding environment, handling a high requisition load and keeping overall company time to fill low.
• Possess superior customer relationship management skills.
• Exercise independent and proactive judgment.