Talent Acquisition Associate

RESPONSIBILITIES

Source & Engage

Proactively source and screen candidates for porter, maintenance technician, and other site-level roles across the portfolio.
Conduct high-volume candidate outreach via job boards, and sourcing tools to keep a steady, healthy pipeline for fast-turnover roles.
Write and post job listings and respond promptly to inbound applicants to keep response times fast.
Partner with site and regional hiring managers to understand staffing needs and priority openings.
Ability to travel to multiple locations to host onsite job fairs.

Schedule & Coordinate

Own interview scheduling and coordination between candidates and hiring managers, often across multiple sites and time zones at once.
Manage a high volume of candidates and requisitions simultaneously without losing track of where each one stands.
Keep the ATS current and accurate — candidate status, notes, and next steps — so pipeline health is always visible.
Follow up quickly with candidates and hiring managers to keep the process moving and minimize drop-off.
Assist with running background and reference checks and coordinate with IT to set up new hires ahead of their start date.
Open and close requisitions in the ATS, post roles to job boards, and pull weekly pipeline and headcount reports for the Talent Acquisition Manager.
Handle offer logistics: generate offer letters, track signatures, and confirm start dates with site managers.

Candidate Experience & Support

Serve as a candidate's first point of contact: answer questions, set expectations, and keep communication clear and timely given the pace of hiring.
Flag bottlenecks, ghosting, or process issues to the Talent Acquisition Manager and suggest fixes.
Support the broader recruiting team on additional non-manager searches as volume requires.
WHAT SUCCESS LOOKS LIKE

Fast, consistent turnaround on scheduling and candidate follow-up, even with a high number of open roles at once.
Strong, steady pipeline volume for porter, maintenance, and other site-level roles, with low candidate drop-off.
Accurate, up-to-date ATS records that give an honest picture of pipeline health at a glance.
Hiring managers who feel supported and kept in the loop, even during high-volume stretches.
Positive candidate feedback on communication and the overall hiring experience.

QUALIFICATIONS

2 - 3 years of recruiting, sourcing, or recruiting-coordination experience, ideally in a high-volume or fast-paced environment.
Comfortable managing a large number of open roles and candidates at once without losing organization or accuracy.
Hands-on experience with an ATS (Greenhouse experience a strong plus) and comfort learning sourcing and scheduling tools.
Strong written and verbal communication skills — clear, prompt, and professional with candidates and hiring managers alike.
Excellent organization and time-management skills; able to prioritize on the fly as needs shift.
A proactive, hands-on attitude — comfortable doing outreach, not just posting and waiting.

NICE TO HAVE

Experience recruiting for property management, maintenance, trades, hospitality, retail, or other high-volume, front-line industries.
Experience with AI-powered sourcing, screening, or scheduling tools.
Bilingual (English/Spanish) a plus given our site-level candidate population.
Experience recruiting across multiple markets or locations at once.