Talent Acquisition Partner

RESPONSIBILITIES

Recruit

• Manage full-cycle recruiting for Community Manager-level and above positions, including regional and portfolio-level roles, as well as other priority searches assigned by the Talent Acquisition Manager.
• Source and engage high-performing talent and partner with hiring managers and HR People Partners to define the skills and experience needed for each role.
• 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.
• Ability to travel to multiple locations to host onsite job fairs.

Enhance the Process

• Help improve and standardize recruiting processes, identifying opportunities to increase efficiency through technology and automation.
• Support the Talent Acquisition Manager in optimizing recruiting technology, workflows, automation, and candidate experience.
• Assist in creating workflows and automated interview kits and questions for high-volume, high-turnover role categories (e.g., leasing, maintenance, community management) as well as more selective processes for senior hires.
• Track, analyze, and report on recruiting metrics, including pipeline health, time-to-fill, source effectiveness, cost-per-hire, and quality-of-hire.
• Document recruiting workflows and processes to support consistency across markets.
• Identify recruiting inefficiencies and recommend opportunities for automation, technology, or process improvement to the Talent Acquisition Manager.
• Stay current on recruiting technology and multifamily/property-management hiring trends, particularly anything relevant to high-volume, multi-market hiring.

WHAT SUCCESS LOOKS LIKE

• Consistently strong quality-of-hire and retention in the roles you fill, alongside fast fill times.
• Consistent use of recruiting processes and technology that supports an efficient hiring experience.
• 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.
• Regular recommendations for recruiting process, technology, and automation improvements.

QUALIFICATIONS

• 3 - 6 years of full-cycle recruiting experience, ideally including high-volume or multi-site hiring (property management, hospitality, retail, healthcare, or similar industries welcome).
• Experience improving recruiting processes and leveraging recruiting technology to increase efficiency, consistency, and candidate experience.
• 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.
• Experience with AI-powered sourcing, screening, or scheduling tools.
• Experience recruiting across a large multi-state footprint.

COMPENSATION

Salary Range: $105,000–$115,000 USD / Eligible for Annual Discretionary Bonus

Exact compensation may vary based on skills, experience, and location. Our goal is to ensure competitive total compensation that is commensurate with experience, location, and other market benchmarks.

Generous employer contribution for Medical Insurance through Meritain Health

Dental and Vision plans 

Company Matched 401(k) Retirement Plan: 100% of the first 3%; 50% of the next 2%.

12 Paid Holidays.

Discretionary PTO

Employer Paid Life Insurance. 

Flexible Spending Account. 

Nationwide Pet Insurance. 

Disability Insurance. 

Laser Correction Discount. 

Employee Discounts on appliances, apparel, and more. 

Diversity in backgrounds and experiences is key to Fairstead's success. Being an equal opportunity employer is a central tenet of our philosophy that shapes who we are and the communities we serve.

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