GTM Recruiter

About the Role

Our Client Success org is the reason agents stay with Luxury Presence. Onboarding Specialists, Client Support Representatives, Client Success Managers, and Client Experience Specialists are the people our customers talk to every week, and we are hiring a lot of them in Scottsdale and Austin.

This is a junior recruiting seat with real ownership from day one. You will own our entry-level searches outright. Onboarding and Client Support reqs are yours from kickoff through offer: you source them, screen them, run the process, and close the candidate.

On Client Success and Client Experience searches, you'll partner. You keep those funnels full with sourcing and screening while a senior recruiter carries the close. You get exposure to harder searches without being handed an offer conversation in your first recruiting job, and you take on the close once you have proven it on your own reqs.

If you want to learn full-cycle recruiting at a company hiring at pace, and you would rather be measured on real numbers than on effort, this is a strong place to start.

What You'll Do

Own the entry-level searches

• Run Onboarding and Client Support reqs full-cycle, from kickoff through offer.

• Close 5 to 6 of those reqs 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 on Client Success and Client Experience

• Source and screen into those searches so the funnel never runs dry.

• Hand a senior recruiter a slate they can work from, and stay close through the close.

• Learn what separates a strong CSM or CX candidate from a strong entry-level one.

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 all 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 on your own reqs.

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

• 0 to 2 years in recruiting, sourcing, or recruiting coordination. We will look just as hard at people coming from client success, support, onboarding, sales development, or hospitality who want 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.

• 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.