Recruiter, Talent Manager

Base Pay Range

$70,000.00/yr - $90,000.00/yr

Pad Split is growing rapidly, and with that growth comes the need to bring on exceptional talent that can help us scale our mission of addressing the affordable housing crisis. Reporting to the Director of People Ops, we are looking for an experienced Recruiter to ensure we continue finding and hiring the right people who not only can do the job, but embody our core values so they can do the job here.

Building a diverse and inclusive team is central to our success, and this role is key to making sure our culture remains strong as we expand and continue to be a great place to work.

We’re looking for a Recruiter who thrives in dynamic environments, can balance strategy with hands‑on execution, and deeply cares about finding the right cultural fit for every hire. The ideal candidate is passionate about diversity in hiring, brings creativity to sourcing and engagement, and knows how to partner with managers to meet business needs while protecting the integrity of our team culture.

If you’re someone who believes that who we hire defines who we are, and you want to make an impact at a mission‑driven company, this role is for you!

• Full‑Cycle Recruiting: Manage sourcing, interviewing, and closing candidates across all teams (Sales, Product, Growth, Design, Marketing, CX, and Engineering).
• Reviewing Resumes: Evaluating and reviewing candidate resumes to start the hiring process.
• Hiring Manager Partnership: Collaborate closely with hiring managers to understand role requirements and refine job descriptions.
• Interview Coordination: Schedule interviews, align panels, and ensure a smooth candidate experience.
• Process Improvement: Continuously refine recruiting processes to ensure efficiency and alignment with startup pace.
• Training Development: Create and deliver trainings for hiring managers to improve interview quality and decision‑making.
• Employer Branding: Promote Pad Split’s culture, mission, and values to attract top talent.
• Diversity Focus: Implement strategies to build diverse candidate pipelines and ensure inclusive hiring practices.
• Candidate
  
  Experience:
  
  Provide transparent, timely communication that reflects Pad Split’s culture and values.
• Global Recruiting: Balance hiring needs across onshore roles and offshore engineering positions with cultural sensitivity.

• Startup Agility: Comfortable working in a dynamic, high‑growth, ever‑changing environment.
• Cultural Champion: Deep belief in Pad Split’s mission and ability to evaluate for cultural alignment.
• Diversity Advocacy: Skilled in building diverse pipelines and fostering inclusive hiring practices.
• Real Estate Awareness: Understanding of or interest in the intersection of real estate and technology.
• Stakeholder Management: Strong collaboration and influence skills when working with hiring managers and executives.
• Training Expertise: Ability to design and facilitate engaging training sessions for interviewers.
• Technical Recruiting: Experience sourcing and hiring for engineering roles, both onshore and offshore.
• Sales & GTM Recruiting: Skilled at hiring for sales, marketing, growth, and customer‑facing roles.
• Process Orientation: Organized and data‑driven, with the ability to track metrics and improve workflows.
• Communication Strength: Clear, empathetic communicator who ensures transparency with both candidates and teams.

• Your application will be reviewed for possible next steps by the Hiring Manager.
• If you meet eligibility requirements, the next step would be a phone screen with the Director of People Ops for about thirty (30) minutes.
• If warranted, the next steps would be a more in‑depth video interview with our Director of People Ops for one (1) hour.
• If warranted, the next step would be a video panel interview with key stakeholders at Pad Split for two (2) hours.
• The panel interview will require a candidate to work on a talent assessment where you will showcase your recruiting skills to the panel for discussion.
• If warranted, the final step would be a final interview with our CFO for about…