Talent Manager

Henrico, VA (Richmond)|$70,000 to $100,000|Full-Time, On-Site

Most recruiting jobs are order-taking.

A seat opens. You repost the ad. You screen the pile. You hand somebody a stack of resumes and hope.

That is not this job. If you are the right person for it, you already know why that model is broken, and you have probably been frustrated by it for years.

dcsports
87 turns trading card collections into cash. People all over the country mail us the collections they have been sitting on, sometimes for thirty years, and we get them sold. Paid more, paid faster. That is the whole promise.

We move about 110,000 cards a week out of a building in Henrico. We were at 60,000 in January.

Here is the part that matters to you. The building is not the limit. The machines are not the limit. People are. We could move far more volume in the same square footage if we had the right humans in the right seats. We do not, yet. That gap is your job.

We are about sixty people plus a night shift. Five of the folks running this place are related to each other. Zach started it, and his brother, two sisters, and brother-in-law all run pieces of it. That is not a warning, it is just something to know before you walk in. Everybody else got here on merit and so will you.

We have never had anyone whose actual job was finding people. Hiring gets squeezed in between shifts by supervisors who already have a full plate.

And here is the thing that makes this different from most recruiting jobs. You are not here to backfill. We are going from 110,000 cards a week to 200,000. That is not a replacement problem, it is a capacity problem, and the only way we get there is a lot more hands than we have today.

You are the first person here whose job is to go get them.

Not a screener. Not a scheduler. Not HR.

You build the bench.

That is the majority of the job and everything else serves it. A bench means that when we are ready to add capacity, you already know a group of people who could do that work, you have talked to them recently, and they would take your call. Not a folder of resumes from eight months ago. Real people, real conversations, kept warm.

Most companies only look when they are desperate. You exist so we never have to.

Five things sit on your desk.

• The bench. Warm, qualified people ready before we need them, not after. Current, not archived.
• Recruiting channels. Five places we find people, worked every single week. Schools. Workforce programs. Referrals. Job boards. Community partners. You build them one at a time and you keep them alive.
• The system. You are picking our recruiting software and setting it up from nothing. Every applicant, every conversation, every hire in one place, because right now it lives in text messages and somebody's memory.
• The gate. You run the quick fit call with every candidate and, once trained, the core values interview. You also co-host the show and tell, where interested people walk our floor in groups and hear what this place actually is.
• Project management. You make sure the first 45 days go smoothly by staying on the trainers, the supervisors, and the operations leader so nothing falls through.

Read this part twice, because people get it wrong and then get frustrated.

You are the gate. You are not the decision.

The skills interview belongs to a senior supervisor or to Nick, our operations leader, because they are the ones who know the work. The hiring manager for that seat sits down with the candidate and makes the final call. You hand over a written recommendation and then you hand over the decision.

We built it this way on purpose. The person who has to lead somebody every day should be the one who picks them. If you need…