GTM Recruiter

Job description

**Luxury Presence** is building the AI growth platform for real estate. Backed by Bessemer Venture Partners and other top investors, we're a Series C company that has hit $100M in annual recurring revenue. More than 90,000 real estate professionals, including over 30% of the WSJ Real Trends top 100 agents in the United States, use us to run and grow their business. ## **About the Role** Our Client Success org is the reason agents stay with Luxury Presence. Client Success Managers, Client Experience Specialists, Onboarding Specialists, and Client Support Representatives are the people our customers talk to every week, and we are hiring a lot of them in Scottsdale and Austin. This seat comes with real ownership from day one. You will run searches across our client-facing teams, and the mix shifts with what the business needs that quarter. Some months you are closing a cohort of one role. Other months you are deep on Client Success Manager or Client Experience searches. You will own a good share of that work outright, from kickoff through offer, and partner with a senior recruiter on the searches that call for it. If you want to do full-cycle recruiting at a company hiring at real pace, and you would rather be measured on numbers than on effort, this is a strong seat. ## **What You'll Do** ### **Own your searches** - Run reqs full-cycle across our client-facing teams, from kickoff through offer. - Close 5 to 6 a month at or under a 30-day time to fill. - Run the intake with the hiring manager, set the bar, and hold it. ### **Partner across the org** - Source and screen into the searches you do not own so the funnel never runs dry. - Hand a senior recruiter a slate they can work from, and stay close through the close. - Flex with the mix. The roles you carry will change quarter to quarter as hiring plans move. ### **Sourcing** - Find client-facing talent that does not come to us through inbound, using Boolean search, LinkedIn Recruiter, referrals, and local channels in Scottsdale and Austin. - Write outreach in your own voice, test what works, and keep the messages that earn replies. - Deliver 60 or more qualified sourced candidates a month across the reqs you touch. ### **Screening** - Run 15 to 20 candidate screens a week. - Screen against what each role actually requires. Work from the hiring manager's intake and the scorecard, know what good looks like before you take the first call, and be able to defend why someone made the slate. - Submit a first slate of 5 to 6 approved candidates within 10 business days of every intake you own. ### **Candidate experience and process** - Respond to every candidate within 24 hours and schedule the next step within 48 hours of a hiring manager decision. - Keep Lever current daily so anyone can see where a search stands. - Deliver a weekly pipeline snapshot to your hiring manager. ## **What We're Looking For** ### **Skills and Experience** - Full-cycle recruiting or sourcing experience, at any depth. We are just as interested in someone a few years into the craft as someone running their first reqs. - Alternatively, a track record in high-volume people work such as client success, support, onboarding, sales development, or hospitality, plus a real reason for wanting to move into recruiting. - Comfort with high volume. You have held a role where the number of conversations you had each week was the point. - Clear, quick writing. You will send a lot of outreach and a lot of candidate updates. - Familiarity with an ATS or CRM. Lever experience helps and is not required. - No degree requirement. ### **Attributes** - Coachable. You take direct feedback, apply it the same week, and ask for help early instead of quietly stalling. - Organized. You keep 20 or more candidates in flight without dropping anyone, using a system rather than memory. - Warm and direct. Candidates remember how you treated them, including the ones who do not get an offer. - Comfortable supporting as well as owning. Some of these searches are yours and some are not, and both matter. - Adaptable. The hiring plan moves, and the roles you carry move with it. - Curious about the craft. You want to get good at recruiting, not just get through the week. - Comfortable in a hybrid seat. This role is in office three days a week in Scottsdale or Austin.