Sr. Manager, Recruiting & Training

Clean Team•Holland, OH

1d•Onsite

About The Position

This position owns how Clean Team hires, trains, and retains its people. It establishes hiring best practices, develops Staffing Coordinators responsible for day-to-day recruiting, recruits general managers and corporate staff, owns the training plan, and runs employee surveys to understand why people stay or leave. The role aims to shorten time-to-fill, improve 90-day retention, fill general manager and corporate positions with strong leaders, and ensure new cleaners are trained and ready before arriving on site. The role leads and coaches Staffing Coordinators across markets; builds and documents consistent, compliant hiring processes; and manages recruiting sources and hiring plans. It leads employee surveys and turns findings into retention action plans, recruits for general manager and corporate positions, and builds a bench of leadership candidates. It also owns training from onboarding through ongoing development, including cleaning methods, chemical and equipment safety, and customer expectations. The position reports recruiting, training, and survey measures weekly, analyzes turnover, and manages applicant tracking and training records. The position is full-time and exempt, with primarily weekday business hours and some early-morning or evening site visits to meet night and weekend crews. Regular travel to Clean Team markets, including Cleveland, is required. The working environment includes both office and field work, with occasional time on customer sites.

Requirements

At least 5 years of experience in recruiting, talent acquisition, or training, including at least 2 years leading or coaching a team.
High-volume hourly hiring experience, ideally in janitorial, facility services, hospitality, staffing, or another multi-site service business.
Experience recruiting for management and corporate roles, such as general managers.
Demonstrated results reducing time-to-fill and improving retention, with supporting metrics.
Experience building training programs for frontline employees.
Experience running employee surveys and turning results into action.
Working knowledge of hiring compliance, including I-9, background checks, and EEO.
Comfort with applicant tracking systems, spreadsheets, and reporting.
Valid driver's license and ability to travel between markets.

Nice To Haves

Experience working in an EOS company.
Bilingual English/Spanish.
SHRM-CP, PHR, or a training/development certification.

Responsibilities

Lead, coach, and develop Staffing Coordinators so recruiting is conducted to a consistent standard across markets.
Train coordinators on the hiring process, interviewing, and the applicant tracking system; help them set rocks and measurables, review progress, and balance workloads as demand shifts.
Build and document the hiring process, including job postings, screening, interviews, reference and background checks, and offers.
Create interview guides and scorecards tied to Clean Team's core values.
Select and manage job boards, referral programs, staffing partners, and community recruiting sources.
Plan hiring ahead of new contracts and seasonal demand with operations managers and general managers.
Maintain compliance with employment law, I-9/E-Verify, and background-check rules.
Design and run regular employee surveys, including new-hire and exit surveys; share results with leadership and general managers and bring issues to the L10.
Turn survey findings into retention action plans and track their effectiveness.
Lead recruiting for general manager and corporate positions from posting through offer; work with the COO and hiring managers to define roles and screen candidates for core values and GWC.
Build a bench of leadership candidates so key positions can be filled quickly.
Build and own the training plan from onboarding through ongoing development, including new-hire orientation, cleaning methods, chemical and equipment safety (OSHA, SDS), and customer expectations.
Ensure every new cleaner completes onboarding training before their first shift.
Train supervisors and site leads to deliver on-the-job training consistently, and develop a path for frontline staff to advance into lead and supervisor roles.
Report recruiting, training, and survey measures weekly in the L10.
Analyze turnover by market, site, and reason; use survey results to identify and address causes.
Manage the applicant tracking system and training records.