Director of Training & Development

Location: Tri-State Area (Remote with some in-office presence + light travel)

Reports To: CEO

About the Role

Madison Davis is seeking a Director of Training & Developmentto build and lead our training function from the ground up. This is a hands-on, front-line role responsible for designing, executing, and enforcing firm-wide training standards — with a heavy focus on developing junior researchers, recruiters, and early-career sales professionals.

This is not a passive learning & development role.

This person will be in the work: training new hires directly, listening to calls, running role-plays, shadowing during ramp-up, evaluating performance at 30/60/90 days and beyond, and partnering closely with leadership to raise the bar across the firm.

The right candidate is a builder and a coach — someone who has spent meaningful time inside a staffing agency, understands what good looks like on a desk, and knows how to develop people while also identifying misalignment early.

What You’ll Own

Training Strategy & Build-Out

Design and build Madison Davis’ entire training infrastructure from scratch — including onboarding, ramp programs, ongoing development, and performance evaluation frameworks.
Create a structured training path with clear expectations and milestones at 30, 60, 90 days and beyond, with consistency across offices and practices.
Establish firm-wide training standards while allowing flexibility for individual practice leaders to teach industry-specific nuance.

Front-Line Training & Coaching

Personally train all new hires through onboarding and ramp — from junior researchers to experienced lateral hires.
Run live training sessions, workshops, role-plays, and hands-on exercises focused on core recruiting fundamentals.
Sit in on live recruiting and sales calls, review real outreach and conversations, and provide direct, actionable coaching.
Shadow new hires during ramp-up to assess readiness, skill development, and execution quality.

Evaluation, Accountability & Performance

Own 30/60/90-day evaluations and ongoing assessments, with the authority to clearly identify who is progressing and who is not.
Partner with leadership to screen people out early when expectations are not being met.
Track and report on training effectiveness through performance metrics including:
Call volume and quality
Quality of candidate and client conversations
Speed to productivity
Ramp consistency across teams
Deliver monthly training and ROI updates to leadership.

Leadership Partnership & Enablement

Work hand-in-hand with the CEO and practice leaders to align training with business priorities and growth plans.
Coach hiring managers on how to reinforce training standards and fundamentals with their teams.
Build foundational playbooks focused on recruiting fundamentals, while leaving specialty knowledge to practice leadership.

Infrastructure & Scaling

Create and maintain a centralized training content hub (format and platform to be determined).
Evaluate and recommend training tools or platforms as the function matures.
Lay the groundwork for a scalable training organization that can eventually support additional trainers or learning leaders.

What This Role Is Not

Not a content-only or video-library role
Not a passive L&D or HR function
Not focused on scripting messaging or over-engineering scorecards
Not industry-specific technical training — fundamentals come first

This role is about execution, quality, consistency, and accountability.

Who We’re Looking For

Required

5+ years of experience inside a staffing agency, with strong preference for current or recent agency experience.
Background that includes either time on a desk or deep proximity to desk-level execution.
Experience building or helping scale training programs — not just facilitating existing ones.
Comfortable being hands-on: coaching live calls, running role-plays, and working directly with new hires.
Strong evaluator who can make tough calls and clearly articulate readiness, gaps, and misalignment.
Highly organized, process-driven, and confident operating without existing infrastructure.

Preferred

Experience training researchers, recruiters, and junior sales professionals.
Exposure to both high-growth and structured staffing environments.
Strong executive presence and ability to partner directly with senior leadership.

What Success Looks Like

New hires ramp faster with greater consistency and quality.
Clear standards exist for what “good” looks like at each stage of development.
Underperformance is identified early and addressed decisively.
Training becomes a competitive advantage, not an afterthought.
The foundation is in place to scale training alongside the firm’s growth.

Why This Role Matters

This is a pillar role at Madison Davis. The person in this seat will directly shape the quality, performance, and trajectory of our people — and by extension, the future of the firm.

If you’re someone who thrives on building, coaching, and holding a high bar — and you want real ownership — this role was built for you.

Madison-Davis, LLC jobs

Director of Learning and Development