Recruiter

GG Homes • San Diego, CA

17d • Onsite

About The Position

GG Homes is one of Southern California's fastest-growing real estate companies — and we're looking for a Recruiter who can keep pace with our growth. We're not a corporate HR department. We're a performance-driven team that moves fast, builds culture intentionally, and hires people who are serious about winning. If you love finding great people, thrive in a high-volume environment, and want to be part of something still in growth mode, this is your seat. We are looking for a driven and strategic Recruiter to join our growing real estate organization. In this role, you will be the engine behind building our team — proactively identifying and pursuing top talent rather than waiting for candidates to come to you. The expectation is clear: 90% of all hires will come from outbound prospecting. If you thrive on the hunt, know how to build relationships with passive candidates, and can move with urgency and precision, this role is for you.

Requirements

• Thrive in a high-volume environment
• Love finding great people
• Serious about winning
• Driven and strategic
• Proactively identifying and pursuing top talent
• Thrive on the hunt
• Know how to build relationships with passive candidates
• Can move with urgency and precision
• Ability to track all activity and source data in the ATS
• Partner closely with hiring managers
• Deliver consistent reporting on KPIs
• Continuously refine outbound messaging and targeting strategies
• Build and maintain a warm pipeline of passive candidates for future openings
• Reach a minimum of 150 outbound contacts across all reqs
• Establish a weekly hiring manager sync
• Deliver a 30-day pipeline report showing outreach volume, reply rate, and screens booked.
• At least 70% of your active pipeline should be outbound-sourced
• Sustain outreach volume at 75+ new contacts per week.
• Have at least one offer extended or in final stages on your top-priority req.
• Screen-to-interview conversion rate should be at or above 30%.
• 90% of all closed hires must be outbound-sourced
• Deliver a 90-day retrospective with full funnel data: outreach volume, reply rate, screen-to-offer ratio, and offer acceptance rate by source.
• At least 2–3 accepted offers closed with time-to-fill at or below team benchmark.

Responsibilities

• Dedicate the majority of your time (80%+) to outbound sourcing — proactively identifying, engaging, and nurturing passive candidates across real estate talent pools
• Build and manage a high-volume outbound pipeline across multiple requisitions simultaneously, tracking all activity and source data in the ATS
• Develop talent maps for each open role, identifying top performers at competitor and adjacent companies
• Partner closely with hiring managers through weekly pipeline reviews, interview calibration, and strategic hiring guidance
• Own the full-cycle recruiting process from first outreach through offer acceptance and close
• Deliver consistent reporting on KPIs including outreach volume, reply rates, screen-to-interview conversion, and time-to-fill
• Continuously refine outbound messaging and targeting strategies to improve conversion at every funnel stage
• Build and maintain a warm pipeline of passive candidates for future openings
• Spend 80%+ of your time on outbound prospecting — sourcing, messaging, and building talent maps for every active req. Reach a minimum of 150 outbound contacts across all reqs with all activity tracked by source in the ATS.
• Establish a weekly hiring manager sync and deliver a 30-day pipeline report showing outreach volume, reply rate, and screens booked.
• At least 70% of your active pipeline should be outbound-sourced, with outreach volume sustained at 75+ new contacts per week.
• Have at least one offer extended or in final stages on your top-priority req.
• Screen-to-interview conversion rate should be at or above 30%.
• 90% of all closed hires must be outbound-sourced — this is the primary performance metric for this role.
• Deliver a 90-day retrospective with full funnel data: outreach volume, reply rate, screen-to-offer ratio, and offer acceptance rate by source.
• At least 2–3 accepted offers closed with time-to-fill at or below team benchmark.

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level
• Education Level: No Education Listed