Corporate Talent Acquisition & Strategy Manager

Elevo•,

4d•$85,000 - $92,000•Remote

About The Position

Elevo is on a path to double in size over the next three years. That growth runs entirely on the quality of the people we bring in. The Corporate Talent Acquisition & Strategy Manager owns how Elevo hires full-time, salaried talent: the process behind every search, the pipelines we build ahead of need, the brand we put into the market, and the discipline behind every hiring decision. This is a build role, not a maintenance role. Corporate recruiting at Elevo is largely undefined today, and this position is being handed the responsibility to define it. The person in this seat will source directly, run full-cycle searches, train hiring managers to interview well, and stand up the systems that let Elevo hire at a consistently higher bar as we scale. This role is designed as a growth role. It carries real ownership from day one and is supported with direct coaching, structured development, and executive air cover from the SVP, People & Talent.

Requirements

Experience in recruiting, People Operations, sales, customer success, or another relationship-driven role. Judgment, drive, and rate of learning matter more than years in a recruiting seat.
Comfortable initiating contact with people who are not expecting to hear from us, and selling something they believe in
Highly organized with strong follow-through across many moving parts and minimal oversight
Clear written and verbal communication with internal partners and external candidates
Working knowledge of applicant tracking systems, spreadsheets, and basic funnel reporting, or the ability to learn them quickly

Nice To Haves

Prior full-cycle recruiting experience, in-house or agency
Experience in education, nonprofit, multi-site services, or field-based operations
Familiarity with structured interviewing and scorecard-based hiring
Existing knowledge of Elevo's programs, departments, and operating model

Responsibilities

Run corporate searches end to end for full-time roles, from intake through offer support
Partner with hiring managers on role definition, must-have criteria, and the profile of a strong candidate before the search opens
Screen candidates against a defined bar and provide clear, evidence-based recommendations
Keep every candidate and every search moving. Speed and communication are the two things we fully control.
Source candidates directly rather than relying on inbound applications. Most of Elevo's strongest hires will not apply on their own.
Build and maintain talent pipelines for roles Elevo will predictably need before the requisition opens
Track the market for our recurring profiles: who is out there, where they work, and what they are paid
Own the full-time employee referral program and make it easy for Elevo team members to send us strong people
Build and maintain Elevo's structured interview toolkit: scorecards, competency-based questions, rating scales, and debrief formats
Train hiring managers to use the toolkit and hold them to it consistently
Facilitate hiring debriefs and keep decisions evidence-based rather than impression-based
Build interview panels that reflect the communities we serve and reduce bias in how candidates are evaluated
Own Elevo's corporate job postings, careers presence, and outbound candidate messaging
Articulate why a high performer would choose a mission-driven education organization, and make candidates feel it in a first conversation
Own the candidate experience end to end. Every candidate we decline should still speak well of Elevo.
Own the corporate hiring funnel and the applicant tracking system, keeping data clean and current
Track and report open requisitions, time to fill, source of hire, pass-through rates, and offer acceptance
Deliver a standing hiring report to leadership
Surface problems early with a recommendation attached