GTM Recruiter

Luxury Presence is building the AI growth platform for real estate. Backed by Bessemer Venture Partners and other top investors, we're a Series C company that has hit $100M in annual recurring revenue. More than 90,000 real estate professionals, including over 30% of the WSJ Real Trends top 100 agents in the United States, use us to run and grow their business. About the Role Our Client Success and Client Experience teams are the reason agents stay with Luxury Presence. Client Success Managers and Client Experience Specialists are the people our customers talk to every week, and we are hiring a lot of them in Scottsdale and Austin. This is a junior recruiting seat and a real one. You will own hiring for those two teams: sourcing, screening, scheduling, and closing. You will run whole searches yourself, from kickoff through offer, with a hiring manager who will teach you the craft and expect you to pick it up quickly. Two teams and two clear candidate profiles means you get to go deep rather than spreading thin across the whole company. If you want to learn full-cycle recruiting at a company hiring at pace, and you would rather be measured on real numbers than on effort, this is a strong place to start. What You'll Do Sourcing Find client-facing talent that does not come to us through inbound, using Boolean search, LinkedIn Recruiter, referrals, and local channels in Scottsdale and Austin. Write outreach in your own voice, test what works, and keep the messages that earn replies. Deliver 60 or more qualified sourced candidates a month into open reqs. Screening Run 15 to 20 candidate screens a week. Screen against what each role actually requires. Work from the hiring manager's intake and the scorecard, know what good looks like before you take the first call, and be able to defend why someone made the slate. Submit a first slate of 5 to 6 approved candidates within 10 business days of every intake. Owning your own searches Run full-cycle on Client Success and Client Experience openings, from kickoff through offer. Close 5 to 6 of those reqs a month at or under a 30-day time to fill. Support our senior client-facing searches with sourcing and screening. Candidate experience and process Respond to every candidate within 24 hours and schedule the next step within 48 hours of a hiring manager decision. Keep Lever current daily so anyone can see where a search stands. Deliver a weekly pipeline snapshot to your hiring manager. What We're Looking For Skills and Experience 0 to 2 years in recruiting, sourcing, or recruiting coordination. We will look just as hard at people coming from sales development, client success, support, or hospitality who want to move into recruiting. Comfort with high volume. You have held a role where the number of conversations you had each week was the point. Clear, quick writing. You will send a lot of outreach and a lot of candidate updates. Familiarity with an ATS or CRM. Lever experience helps and is not required. No degree requirement. Attributes Coachable. You take direct feedback, apply it the same week, and ask for help early instead of quietly stalling. Organized. You keep 20 or more candidates in flight without dropping anyone, using a system rather than memory. Warm and direct. Candidates remember how you treated them, including the ones who do not get an offer. Curious about the craft. You want to get good at recruiting, not just get through the week. Comfortable in a hybrid seat. This role is in office three days a week in Scottsdale or Austin.