Telecommut
What You’ll Do
- Own and optimize recruiting end-to-end (sourcing, screening, interviews, hiring flow) for high-volume school staffing roles (e.g., special ed instructional aides, general education aides, nutrition assistants, before/after school staff).
- Modernize the sourcing engine: reduce over-reliance on job boards, expand/direct sourcing channels, and improve conversion and quality while operating within a low-pay-rate recruiting environment.
- Maximize current tools and workflow, including an AI screener (Classet) and Zoom interviews then improve the process and decisioning framework around them.
- Lead and develop the recruiting org: coach recruiters, improve quality/consistency, and help scale a growing team.
- Oversee staffing service delivery/operations tied to the staffing business—scheduling, training, and account/service delivery rhythms.
- Build the operating system: develop/refine SOPs, metrics, and weekly/monthly cadences that drive throughput, quality, and retention.
- Select and implement staffing technology (they do not currently have an ATS / staffing platform), including evaluation, rollout, adoption, and change management.
- Be a key leader at the table: partner closely with executive leadership and board stakeholders to help professionalize and scale a fast-growing business.
- Help design the future org model, including a longer-term move toward a more structured split-desk/full-desk approach.
- Staffing leadership experience with strong command of recruiting operations and staffing/service delivery mechanics (education staffing helpful, not required).
- A track record of building, fixing, or scaling recruiting teams/processes in a high-change environment.
- Strength in process design + execution: SOPs, funnel metrics, quality controls, and operational cadence.
- Comfort being hands-on early (“in the weeds”) while simultaneously building for scale.
- Strong stakeholder management—able to align founders, operators, and board-level audiences.
- High agility, accountability, and resilience in “build-mode” environments.
- Willingness to be onsite in Orange County at least 2 days/week (ideally more).
- Compensation: up to $150,000 base + bonus up to 20% (company + department performance targets; comp plan expected to evolve as the staffing org matures).
- Autonomy and impact: true opportunity to build the staffing and recruiting function—process, org design, and technology—from a foundational stage.
- Growth runway: the business is targeting significant growth next year with meaningful operational transformation underway.
- Visibility: direct partnership with senior leadership and board stakeholders.
- A platform to help expand capabilities over time (including potential move into more licensed/clinical staffing once licensing allows).
