Recruiter / Talent Acquisition Manager

Role Type
Recruiter / Talent Acquisition

Title
Talent Acquisition & Hiring Systems Specialist

Seniority
Mid–Senior Level (with fast-track to Head of People / Talent Director)

Mission of the Role
To build, manage, and optimize the entire hiring engine for AceHOM Group — sourcing, screening, interviewing, and placing top-tier talent across all roles (Acquisitions, Dispositions, VAs, Marketing, Tech, etc.).

Your job is to ensure every hire is:
- high-quality
- aligned with company standards
- thoroughly vetted
- onboarded smoothly
- and set up for success

You are responsible for building a predictable, scalable recruiting system that consistently brings in A-players.

Key Responsibilities

Talent Sourcing & Pipeline Building
- Source candidates across platforms (Indeed, LinkedIn, Upwork, OnlineJobs, etc.)
- Build and maintain a consistent pipeline of qualified candidates
- Proactively search for top talent, not just inbound applicants
- Continuously improve sourcing strategies to attract better candidates

Job Posting & Position Management
- Create, post, and manage job listings across multiple platforms
- Optimize job descriptions to attract high-quality applicants
- Ensure all roles are clearly defined with expectations and KPIs
- Keep all open positions updated and organized

Candidate Screening & Qualification
- Review resumes and applications efficiently
- Conduct initial screening calls/interviews
- Evaluate candidates based on skill, experience, communication, and culture fit
- Filter out low-quality candidates quickly

Interview Coordination & Process Management
- Schedule and coordinate interviews with hiring managers
- Ensure smooth communication between candidates and internal team
- Manage interview stages and candidate progression
- Maintain a professional and organized candidate experience

Assessment & Testing
- Assign and evaluate candidate test tasks
- Score candidates using internal scorecards
- Identify top performers based on real-world performance, not just interviews

Hiring & Offer Management
- Present final candidates to leadership with clear recommendations
- Assist in offer creation and negotiation
- Ensure fast and efficient hiring decisions
- Maintain clear communication with selected and rejected candidates

Onboarding Coordination
- Ensure new hires are properly onboarded
- Coordinate with team leads for training and role setup
- Confirm new hires have tools, access, and clear expectations

Recruiting Systems & Optimization
- Build and improve hiring workflows, pipelines, and SOPs
- Track recruiting metrics and performance
- Continuously improve hiring speed and quality
- Implement systems to reduce hiring bottlenecks

Team & Culture Alignment
- Ensure candidates align with AceHOM Group values and standards
- Help maintain a high-performance, accountable culture
- Protect the company from bad hires

Performance Tracking
- Track KPIs (time to hire, quality of hire, retention, etc.)
- Provide weekly reports on hiring progress and pipeline

Essential Qualifications / Skills (Must-Haves)

Recruiting Experience
- Proven experience recruiting for sales, VA, or remote roles
- Strong understanding of hiring processes and candidate evaluation
- Ability to identify A-players vs average candidates

Communication (NON-NEGOTIABLE)
- Excellent English (spoken + written)
- Clear, confident, and professional communication
- Strong interviewing and questioning skills

Evaluation & Judgment
- Strong ability to assess character, skill, and reliability
- Can quickly identify red flags and weak candidates
- Understands what makes a high performer in different roles

Organization & Systems Thinking
- Highly organized with strong attention to detail
- Able to manage multiple roles and candidates at once
- Thinks in systems and processes, not chaos

Professional Attributes
- Reliable and consistent
- Proactive and self-directed
- Fast execution
- High accountability
- Strong follow-through

Preferred Qualifications / Skills (Nice-to-Haves)
- Experience recruiting for real estate companies
- Experience hiring sales roles (closers, acquisitions, dispositions)
- Familiar with ATS or CRM hiring pipelines
- Experience with remote/global hiring
- Understanding of performance-based hiring

Key Performance Indicators (KPIs)
- Time to Hire (speed of filling roles)
- Quality of Hire (performance of new hires)
- Retention Rate (30 / 60 / 90 days)
- Candidate Pipeline Strength
- Interview-to-Hire Conversion Rate
- Hiring Manager Satisfaction
- Process Efficiency

Success Measures
- Roles are filled quickly with high-quality candidates
- New hires perform well and stay long-term
- Hiring process runs smoothly and predictably
- Strong pipeline of talent is always available
- Leadership spends less time hiring and more time scaling
- Company avoids bad hires and turnover

Compensation
Compensation will be performance-based during the first 30–90 days. Base pay may be offered afterward depending on performance.

Compensation is based on:
- hiring performance
- speed and efficiency
- quality of candidates placed
- retention of hires

High performers can grow into leadership roles with increased compensation.

Contract Type
- Part-Time to start ? Full-Time within 30–60 days
- Must overlap with U.S. business hours


Location
- Remote (U.S. preferred, international considered if English is excellent)
- Reliable internet and work environment required


Ideal Candidate Traits
- Great judge of character
- Detail-oriented and organized
- Fast-moving and efficient
- Strong communicator
- Takes ownership of hiring outcomes
- Protects the company from bad hires
- Thinks long-term about team building

Example Tools You’ll Use
Hiring Platforms: Indeed, LinkedIn, UpWork, OnlineJobs
CRM/Tracking: Google Sheets, ATS tools
Communication: Zoom, Slack, Email
Internal: Google Drive, Loom

To apply:
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