Talent Acquisition Manager, Operation and Strategy

We're hiring a rare combination: a high-performing, full-cycle recruiter who is equally energized by building the systems that make recruiting scale. You'll design, build, and eventually run a modern, increasingly automated recruiting process for a property management organization with hundreds of team members across the country, while personally sourcing and closing standout talent along the way.

You'll start hands-on. You'll recruit for our highest-priority and hardest-to-fill roles across our markets, and get close enough to the day-to-day pain points to know exactly what needs to be fixed. From there, you'll partner with our team to design the process, tools, and automation that let us consistently hire high performers, faster and more consistently, and then own that process going forward. As the function matures, you'll have the opportunity to build and lead a small recruiting team.

RESPONSIBILITIES:

Recruit

• Run full-cycle recruiting for property management roles, from site-level and community teams up through regional and portfolio-level positions.
• Source and close high-performing talent in every role, and define clearly what a high performer looks like for each role and market.
• Build a real understanding of how our different markets differ (talent supply, compensation norms, competitive landscape, seasonality) and adjust sourcing and pitch accordingly.
• Act as a strong partner to hiring managers and regional leaders, advising on hiring strategy rather than only filling open requisitions.

Build the Process

• Design and implement a scalable, increasingly automated recruiting process for the property management division, from requisition to offer.
• Evaluate, recommend, and help implement recruiting technology (ATS, sourcing tools, screening/assessment tools, scheduling automation, workflow tools) that fits a multi-site workforce of hundreds of team members.
• Build repeatable workflows for high-volume, high-turnover role categories (e.g., leasing, maintenance, community management) as well as more selective processes for senior hires.
• Create the reporting and metrics layer (pipeline health, time-to-fill, source effectiveness, cost-per-hire, quality-of-hire) that lets the team and leadership see what's working.
• Document the process well enough that it can run consistently across markets and, eventually, be handed off or delegated.

Own and Evolve It

• Once built, manage the recruiting process day-to-day: own the tools, refine the workflows, and keep improving time-to-fill and quality-of-hire.
• Bring a point of view on what to automate next, and make the case for it.
• Stay current on recruiting technology and multifamily/property-management hiring trends, particularly anything relevant to high-volume, multi-market hiring.
• As volume and scope grow, make the case for and potentially hire, onboard, and lead additional recruiters or coordinators to support the process you've built.

WHAT SUCCESS LOOKS LIKE

• Consistently strong quality-of-hire and retention in the roles you fill, alongside fast fill times.
• A documented, working recruiting process and tech stack that the team actually uses day to day.
• Time-to-fill and cost-per-hire trending down as automation takes hold.
• Hiring managers and regional leaders who see you as a strategic partner in hiring decisions.
• A clear, credible roadmap for what gets automated or improved next.
• If/when volume warrants it, a well-run small team built around the process you designed.

QUALIFICATIONS

• 5+ years of full-cycle recruiting experience, ideally including high-volume or multi-site hiring (property management, hospitality, retail, healthcare, or similar industries welcome).
• A track record of building or significantly overhauling a recruiting process or tech stack yourself, rather than only using one someone else built.
• Hands-on experience with an ATS. We currently use Greenhouse, so direct experience there is a strong plus, along with a working knowledge of sourcing, scheduling, and workflow-automation tools.
• Comfort with data: you can build and read a recruiting dashboard, and you make decisions from it.
• The judgment to know what to automate, what still needs a human touch, and when a process is genuinely ready to scale.
• Strong stakeholder management skills: you can influence regional and site-level leaders who don't report to you.
• Understanding (or a fast ability to learn) how recruiting needs differ across geographic markets: labor supply, comp benchmarks, competitive dynamics.

NICE TO HAVE

• Experience recruiting specifically for multifamily, affordable housing, or property management roles.
• Experience with Workday (or leading a Greenhouse-to-Workday integration or migration).
• Experience with AI-powered sourcing, screening, or scheduling tools.
• Experience leading or co-leading an ATS/HRIS implementation or migration.
• Experience recruiting across a large multi-state footprint.
• Prior experience building and managing a small recruiting team.