Jobs and Careers

Senior Manager, Global Recruiting

United States, United StatesRemotefull_timeVerifiedPosted 11 Aug 2026

About the role

Company Introduction

WorldStrides is the global leader in educational travel and experiential learning. The company was founded in 1967 to provide middle school travel programs to Washington, D.C. and has grown to provide a wide range of programs for more than half a million students annually to over 100 countries around the world. WorldStrides offers experiential learning programs in educational travel, performing arts, language immersion, career exploration, service-learning, study abroad, and sports. Each of these experiences helps students to see beyond the classroom and to see the world – and themselves – in new ways.

Job Description:

WorldStrides is seeking a strategic, hands-on recruiting leader to serve as Sr. Manager, Global Recruiting. Reporting directly to the Chief Human Resources Officer, this person will lead recruiting across executive, professional, and seasonal/high-volume hiring in the United States and key global locations, including Mérida, Toronto, London, and Australia.

The Sr. Manager, Global Recruiting, will drive recruiting strategy across executive, professional, internal, and seasonal hiring. This leader will oversee and further elevate WorldStrides’ established in-house executive search capability, partnering closely with the Sr. Executive Recruiter on Director-, VP-, and SVP-level searches, stepping into select high-priority assignments as needed, and engaging external firms for C-suite and specialized searches.

The role will also oversee professional hiring across corporate, technology, product, sales, operations, education, and program delivery functions, while modernizing a complex seasonal recruiting program that recently hired nearly 600 summer team members across multiple U.S. locations.

This is not a requisition management role. We are looking for a recruiting strategist who anticipates talent risks, understands the business and labor market, stays current on recruiting technology and economic trends, and builds scalable solutions before issues become urgent. One day, this person may be advising the executive team on hiring strategy; the next, they may be rebuilding a broken Greenhouse workflow or personally closing a critical search because the team needs the support.

Responsibilities:

Implement a clear global recruiting operating model with defined portfolio ownership, service expectations, decision rights, and consistent practices across executive, professional, and seasonal hiring.
Increase proactive sourcing and pipeline development, creating a more deliberate and cost-effective mix of direct sourcing, internal talent, referrals, agencies, and external search partners.
Further mature the established in-house executive recruiting function, strengthening long-term talent mapping, senior-level search execution, and the disciplined use of external firms for C-suite and specialized assignments.
Establish a more proactive seasonal recruiting model that anticipates summer workforce needs earlier, builds sufficient recruiting capacity, and consistently delivers qualified hires across program locations.
Improve Greenhouse adoption, workflow design, data quality, and reporting so leaders can reliably assess recruiting performance, hiring risks, source effectiveness, and quality of hire.
Create stronger alignment among Recruiting, HR Business Partners, and Finance so anticipated hiring demand informs recruiting capacity, sourcing plans, talent pipelines, and location strategies earlier in the planning cycle.
Introduce consistent hiring-manager tools and training that improve intake quality, structured interviewing, candidate calibration, and selection decisions.

Global Recruiting Strategy and Business Partnership

Set and continuously evolve the global recruiting strategy, operating model, service standards, and annual priorities across executive, professional, and seasonal hiring.
Build a deep understanding of WorldStrides’ business model, operating cycles, financial priorities, growth plans, and talent needs; use that knowledge to advise leaders rather than simply accept requisitions as presented.
Challenge assumptions about role design, level, location, skills, timing, and sourcing approach. Help leaders determine whether a position should be filled as scoped and identify internal, external, contingent, or alternative talent solutions.
Bring forward-looking labor-market and economic intelligence to the CHRO, Executive Leadership Team, HR