🚀 Are you going places and want to help grow a company going places too?

‍

We’re a small team solving big problems in the property management industry. Bootstrapped since 2013, we're passionate about helping small businesses simplify growth and streamline operations, providing the leading CRM and operations platform in our space.

‍

We have some big goals and are on a steep climb. We’re looking for people who embrace challenges with an open mindset, are eager to grow, and generously offer and receive feedback. 

We are seeking a highly skilled and experienced Senior Talent Acquisition Partner to help us build this championship winning team. This role involves managing the full recruitment life cycle, developing innovative sourcing and scouting strategies, and building strong relationships with candidates and hiring managers. 

If you answer yes to all of the questions below, we'd love to talk with you:

1. Have you crushed your acquisition metrics in the past with less than 10 weeks time to hire and 80%+ quality of hire? 
2. Do you have a proven track record of developing and promoting an Employee Value Proposition (EVP) and Employer Profile that attracts top talent?
3. Have you successfully built and implemented innovative sourcing strategies to build and maintain 10 or more robust candidate pipelines at one time?
4. Have you successfully filled positions from entry level IC to director level managers?
5. Are you experienced in using data and metrics to analyze and improve recruitment processes?
6. Are you fueled by results and have clear systems to measure?
7. Have you led recruitment initiatives that resulted in high levels of candidate satisfaction and engagement?
8. Are you more interested in quality than quantity?

Are you sure you’re up to what we’re up to?

• Do you exercise personal agency and ownership as part of a team? 
• Are you eager to use challenges as a pathway for your own growth?
• Have you embraced difficult conversations with colleagues?
• Do you have a track record of providing feedback to peers and leaders to reach goals?
• Are you able to articulate what growth looks like for you?

Expectations for your first 90 days:

• Document the company’s Employee Value Proposition (EVP) and create a plan for marketing materials to support sourcing and scouting efforts.
• Audit and improve the current hiring process to eliminate bottlenecks and reduce the time to hire by one week.
• Develop a tracking system for the hiring plan, providing a single source of truth for all internal stakeholders.
• Maintain each pipeline health at above 80%
• Conduct a comprehensive review of current recruitment metrics and set baseline goals for improvement.
• Initiate regular check-ins with hiring managers to understand their needs and provide updates on recruitment progress.

A day in the life of…

• Manage Full Recruitment Lifecycle: Oversee all stages of the recruitment process, ensuring efficiency, compliance, and alignment with company goals.
• Develop and Promote EVP: Enhance and market the Employee Value Proposition to attract top talent, collaborating with the marketing team for effective promotion.
• Source and Screen Candidates: Build a strong pipeline of A-Players using diverse sourcing methods, and conduct thorough assessments and interviews to identify top candidates.
• Facilitate Offer and Onboarding Process: Negotiate employment terms, communicate offers, and coordinate a smooth transition from hiring to onboarding with the People Operations team.
• Ensure Compliance and Best Practices: Stay updated on industry trends, employment laws, and best practices to maintain a compliant and effective recruitment process.
• Analyze Recruiting Data: Track and analyze key recruiting metrics (e.g., time to hire, quality of hire) to identify areas for improvement and ensure recruitment goals are met.
• Build Strong Relationships: Foster relationships with candidates, hiring managers, and external partners to ensure a positive recruitment experience and support company growth.
• Innovate and Improve Processes: Continuously seek opportunities to enhance recruitment strategies, processes, and candidate experiences in collaboration with the VP of People Operations.

Perks:

• 8 Company Holidays + Week off at Christmas
• 6 weeks Paid Time Off (5 weeks Vacation, 1 week Sick)
• 1 Volunteer day with the organization of your choice
• Birthday lunch on us 🎂
• Monthly Healthcare Allowance or Employer Contribution to company group medical plan
• Monthly WFH Allowance
• Yearly Vacation Allowance
• Fun and outcome driven work environment with a smart, hard working team
• Location independence within the USA
• Mission driven company and values-based culture

Other requirements:

• Have an open mindset with endless curiosity
• Embrace learning new technology 
• Learn fast
• Communicate crisply with care 
• Proactively seek solutions
• Own the outcome
• Embody emotional maturity
• Bring an optimistic “can do” attitude
• Supply your own internet and smartphone

‍

Selected candidates might have written assessments and multiple interviews with different people. We’ll do whatever it takes to get the right person in the right seat.

In summary...

‍

You can do it in an office

You can do it from home

We really don’t care

As long as it’s known 👇

‍

What matters is this…

When the chips are down

And your back is against the wall

Can we count on you to make the right call?

‍

Judgment, intuition, or care by another name

We call it “Owning The Outcome” - because it really is the whole game

Have the customers back, and they will treat you the same

‍

If you can do that

Then we’re birds of the same feather

So come join our team and we’ll make music together.

‍