Recruiting Manager / Talent Acquisition Lead – Us Real Estate Company

We are a US based multifamily real estate company operating multiple apartment communities and scaling our team rapidly. We are hiring across property level roles (leasing, maintenance, managers) and corporate support roles.

We are looking for a Recruiting Operator to run and enforce our recruiting system with discipline, speed, and accountability.

This is not a consulting role.
This is not a strategy design role.
This is an execution ownership role.

You will not be asked to “figure things out from scratch.”
You will be expected to execute a defined recruiting system consistently and hit measurable outcomes.

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Role Objective

The objective of this role is simple:

Ensure the company stays fully staffed by delivering qualified candidates quickly and consistently, so operations are never slowed by hiring gaps.

Recruiting outcomes matter more than activity. Speed and quality matter more than effort.

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What You Will Own

You will own the day to day execution of recruiting, including:

• Full cycle recruiting from role intake to offer coordination
• Daily proactive outbound sourcing
• Resume screening and recruiter interviews
• Candidate documentation using scorecards
• Interview scheduling and candidate follow up
• Maintaining clean, accurate recruiting pipelines
• Bench building for recurring and critical roles
• Weekly recruiting reporting

You are expected to operate independently and follow the system without reminders.

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Sourcing Expectations (Non Negotiable)

Job boards alone are not acceptable.

You are expected to actively source candidates using:
• LinkedIn
• Facebook groups and marketplace
• OnlineJobs PH
• Indeed resume search
• Talent communities and competitor mining

Outbound sourcing is required daily.

Weekly Minimum Output

• 150 outbound messages
• 30 candidate conversations
• 10 screening ready candidates

Failure to meet sourcing output consistently is grounds for termination.

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Performance Standards

You will be measured on outcomes, not excuses.

Minimum performance expectations include:

• Present 3 screened candidates within 7 business days of approved role
• Maintain 3 to 5 active candidates per open role
• Resume screening within 24 hours
• Recruiter interviews within 48 hours
• No open role left without candidates for more than 5 days

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Who This Role Is For

This role is a good fit if you:

• Have executed full cycle recruiting before
• Are comfortable with outbound sourcing and follow ups
• Can clearly track pipelines and metrics
• Write clear professional English
• Are organized and responsive
• Can work US Central Time hours
• Take ownership and follow structure

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Who This Role Is NOT For

Do not apply if you:

• Only post jobs and wait for applicants
• Push weak candidates to fill seats
• Miss deadlines or response standards
• Need constant supervision
• Cannot explain basic recruiting metrics

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Compensation and Structure

• Hourly role
• Up to $15 USD per hour
• Long term opportunity for strong performers
• 40 hours per week
• 30 day trial period

Continuation beyond 30 days is based strictly on performance against sourcing output, service standards, and candidate quality.

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Required Application Step (Read Carefully)

To be considered, you must include a short written response answering the following:

How would you source 10 maintenance technicians in a major US city within 7 days? List the exact channels and steps you would use.

Applications without this response will be rejected automatically.

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Final Note

This role rewards speed, ownership, and consistency.
If you execute well, this can become a long term, stable role with increased responsibility.

If you are looking for a passive or low accountability position, this will not be a fit.