Talent Acquisition Manager

2B Living, Inc.•San Francisco, CA

5d•$100,000 - $120,000•Remote

About The Position

We are creating 2B Living's first dedicated talent acquisition function, and you will own it end to end. Every regional manager, property manager, property accountant, leasing professional, and maintenance technician we bring on over the next several years comes through you. This role sits on the Growth team and reports to the COO/CFO, reflecting how we view recruiting: as a driver of growth rather than an administrative function. We are scaling toward tens of thousands of units, and our ability to reach that scale depends on the talent we hire. This is not an HR role. Our Talent Acquisition Manager won't be managing compliance, benefits administration, or employee relations. Instead, they will own a critical mission: fill the foundational and most important roles at 2B Living with unparalleled talent. As our first dedicated talent acquisition hire, the Talent Acquisition Manager will be a key ingredient to our firm's durable and enduring success. Ultimately this is a build role. If you're energized by building an exceptional, enduring company where talent is the key differentiator, this role is for you.

Requirements

5+ years in talent acquisition or recruiting in a fast-paced, entrepreneurial environment.
Experience across both agency and in-house environments is strongly preferred.
A demonstrated track record of building pipelines rather than only filling open requisitions.
Fluency with an ATS and LinkedIn Recruiter / Sales Navigator or comparable sourcing tools, including the ability to build and run a candidate CRM.
Experience running a full interview process with hiring managers and closing candidates at offer, including compensation conversations.
Strong written communication.
Data fluency. You pull your own recruiting metrics and use them to inform strategy.
A self-starter who is comfortable operating as a team of one while the function is being built out.
Working knowledge of California employment and hiring compliance.

Nice To Haves

Multifamily experience will help, but a healthy obsession with developing relationships and sourcing talent is the prerequisite.

Responsibilities

Build and maintain a hiring machine that consistently puts the right people in the right seats.
Develop proactive pipelines for evergreen roles (property managers, property accountants, leasing professionals, maintenance technicians, and regional staff).
Run targeted outreach across LinkedIn, Indeed, multifamily and apartment association job boards, trade schools and CAMT certification programs, and direct competitor mapping.
Write job postings that are clear, accurate, specific to property management, and compliant with California pay scale disclosure requirements.
Run structured intake meetings with every hiring manager covering must-haves, trade-offs, compensation, and timeline.
Conduct the preliminary assessment: screen for role fit, values alignment, and compensation alignment, and administer DISC.
Run the interview process alongside the hiring manager, including scheduling, preparing interviewers, leading debriefs, and driving to a timely decision.
Extend and negotiate offers, close candidates, and hand off to People Operations for offer documentation, background checks, and onboarding.
Maintain accurate, current ATS records so that every candidate receives a response and no application goes unanswered.
Leverage industry network across Bay Area multifamily operators to source talent and generate referrals.
Build and own long-term relationships with trade schools, CAMT and maintenance certification programs, community colleges, and university career centers.
Develop internship and entry-level pathways.
Represent 2B Living at apartment association events, career fairs, and community organizations.
Manage our presence on LinkedIn, Glassdoor, and Indeed, including responding to reviews.
Own and grow the employee referral program.
Grow inbound interest in 2B Living.
Coordinate with People Operations so that the transition from offer acceptance to first day is seamless.
Execute against the approved hiring plan, and pressure-test it with market reality.
Meet regularly with each department head and regional leader to surface upcoming roles a quarter ahead of the requisition.
Own the recruiting metrics that inform the plan: time-to-fill by role type, pipeline coverage, source-of-hire mix, offer acceptance rate, cost-per-hire, and new-hire retention at six and twelve months.
Identify staffing risk early and bring a recommended course of action.
Own the ATS: hygiene, workflow design, reporting, and adoption by hiring managers.
Build a structured, consistent interview process with scorecards, question banks, and brief training.
Manage recruiting spend across job boards, tools, events, and any residual agency use, and report against it.