The hiring manager defines what the role needs, approves the job description, reviews shortlisted candidates, sits on interview panels and usually signs off the offer. The recruiter runs the process around them: sourcing, screening, scheduling and candidate communication. In smaller organisations, the hiring manager may handle most of this alone, while in larger ones a talent acquisition team supports several managers at once.
The working relationship between recruiter and hiring manager has a big effect on speed and quality. Delayed CV feedback, shifting requirements and unstructured interviews are common causes of lost candidates and inconsistent decisions. A clear intake, an agreed scorecard, fast turnaround on shortlists and interview training help hiring managers judge candidates on job-relevant evidence rather than instinct.