Talent Acquisition Manager, Operation and Strategy

Fairstead is a purpose-driven real estate firm dedicated to building affordable communities across the country. Headquartered in New York, with offices in Colorado, Florida, and Washington DC, Fairstead owns and manages a portfolio of more than 30,000 apartments, including pipeline, across 28 states. As an integrated owner, operator, and innovator, Fairstead brings development, construction, and property management under one unified platform to deliver high-quality affordable housing that serves our residents at scale.

At Fairstead, we believe affordable housing should be thoughtfully designed, professionally managed, and responsibly operated. We seek to create and preserve housing that serves residents while delivering long-term value to communities, partners, and stakeholders.

Fairstead challenges industry norms through our tech-forward, entrepreneurial approach to affordable housing. In addition to core real estate capabilities, we operate innovative service lines designed to improve resident outcomes, strengthen communities, and drive operational efficiency. We embrace digital transformation, data-driven decision-making, and emerging technologies, including AI, to build scalable systems that support sustainable growth, grounded in a culture of entrepreneurship, innovation, partnership, dedication, and integrity.

We're hiring a rare combination: a high-performing, full-cycle recruiter who is equally energized by building the systems that make recruiting scale. You'll design, build, and eventually run a modern, increasingly automated recruiting process for a property management organization with hundreds of team members across the country, while personally sourcing and closing standout talent along the way.

You'll start hands-on. You'll recruit for our highest-priority and hardest-to-fill roles across our markets, and get close enough to the day-to-day pain points to know exactly what needs to be fixed. From there, you'll partner with our team to design the process, tools, and automation that let us consistently hire high performers, faster and more consistently, and then own that process going forward.

As the function matures, you'll have the opportunity to build and lead a small recruiting team.

• Run full-cycle recruiting for property management roles, from site-level and community teams up through regional and portfolio-level positions.
• Source and close high-performing talent in every role, and define clearly what a high performer looks like for each role and market.
• Build a real understanding of how our different markets differ (talent supply, compensation norms, competitive landscape, seasonality) and adjust sourcing and pitch accordingly.
• Act as a strong partner to hiring managers and regional leaders, advising on hiring strategy rather than only filling open requisitions.

• Design and implement a scalable, increasingly automated recruiting process for the property management division, from requisition to offer.
• Evaluate, recommend, and help implement recruiting technology (ATS, sourcing tools, screening/assessment tools, scheduling automation, workflow tools) that fits a multi-site workforce of hundreds of team members.
• Build repeatable workflows for high-volume, high-turnover role categories (e.g., leasing, maintenance, community management) as well as more selective processes for senior hires.
• Create the reporting and metrics layer (pipeline health, time-to-fill, source effectiveness, cost-per-hire, quality-of-hire) that lets the team and leadership see what's working.
• Document the process well enough that it can run consistently across markets and, eventually, be handed off or delegated.

• Once built, manage the recruiting process…