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Description
Regional Talent Recruiter
Human Assets
Role Mission: Talent Recruiters are responsible for the entire talent lifecycle at the campus level. They are engaging and enthusiastic ambassadors of IDEA, representing our brand and vision through external communication, events, and partnerships. They use data analysis to drive their work in collaboration with the regional staffing team and campus leaders to ensure that every campus vacancy at IDEA is filled with a high-quality candidate. They oversee the hiring and retention of existing staff at each oftheir schools, ensuring that they have a positive and seamless experience throughout their career at IDEA. They achieve this by understanding the culture and needs of each school, screening and matching candidates, building strong relationships with school leaders and team members, and supporting organizational health and succession planning. The typical work schedule is Monday-Friday 8:00am-5:00pm with occasional evenings and weekends depending on scheduled events.
Location: This is a full-time on-site position based in Austin, TX, with preference given to candidates who live in the region or who are willing to relocate.
What You’ll Do – Accountabilities
Sourcing and Recruitment
- Partner with a portfolio of campus hiring managers to understand candidate non-negotiables; work with regional leaders to support hiring managers to develop hiring non-negotiables and profile/dispositions for each position they are filling that is responsive to the manager’s vision and strengths and areas of growth for their team.
- Cultivate talent pipelines by engaging in strategic research, sourcing campaigns, talent communities, and social media using Boolean methodology with a focus on campus based hard-to-fill positions such as but not limited to certified Special Education teachers, credentialed School Counselors/Social Workers, CDL bus drivers, licensed vocational nurses (LVN), etc.
- Generate candidate interest through creative marketing and social media messaging by clearly articulating our employee value proposition and realistic job previews
- Utilize various channels including LinkedIn, job boards, social media, resume databases, industry websites, subscription-based, and proprietary database resources to generate candidate names and profiles
- Initiate candidate outreach, including sending recruiting emails, text messages, social media direct messages and phone calls to potential candidates
- Prequalify potential candidates to determine their qualifications through profiling and trait assessments aligned to non-negotiables; follow appropriate compliance guidelines to ensure credentials and experience meet position requirements
- Proactively seek feedback from business partners to drive continuous improvement on candidate quality
- Aggressively evaluate pools against the projected/actual vacancies to ensure there is a large, high quality applicant pool to fill vacancies by grade, content level, and hard to fill roles.
- Aggressively monitor progress and flow of applications, pipelines, and conversion rate from prospect to applicant.
- Plan and execute hiring events to fill positions efficiently and get strong candidates in front of as many school leaders as possible.
Selection & Hiring
- Review applications, video interviews, screener’s notes, and conduct phone interviews, within 2 weeks of a candidate’s application.
- Identify at least 2 high quality candidate finalists for every vacancy at a school.
- Ensure that final interviews are conducted within one week of a candidate being sent to a school, and a decision is communicated to a candidate within 1 week of their interview
- Engage in bi-weekly check-ins with principals and monthly check-ins with assistant principals of operations (APOs) to ensure a strong partnership and understanding of talent needs.
- Determine initial hiring projections for each school by December 1st, based on any new positions and historical retention rates.
- Set hiring benchmarks and align actions and plans to these benchmarks, with the first hire made before winter break.
- Communicate progress toward hiring goals and information on the candidate pool to campus hiring managers, looping in regional leadership as needed, to ensure school leaders make timely decisions.
- Partner with campus hiring managers to ensure that they have a strong matriculation plan to ensure that 90% of offers are accepted.
- Identify challenging areas that prohibit hiring progress and problem solve with staffing team, regional leaders and hiring managers to create a plan of action.
- Support and train campus lead team and administrative assistants on hiring processes and procedures.
Onboarding & Retention
- Leverage administrative assistants and new hire team to monitor the hiring and on-boarding process of new hires.
- Serve as the Regional point person for I-9 submissions in partnership with the National Human Resources team.
- Provide weekly retention updates and lists of potential leavers for regional/campus interventions through-out the year.
- Complete pulse checks with 100% of new instructional hires by November 5th and provide trends to regional team no later than December 1st.
- Conduct exit interviews with all leavers throughout the year; provide trends to regional teams on a monthly basis.
- Use pulse check and exit interview data to collaborate with regional teams to identify and prioritize roles, trends, and campuses of concern; create a plan to support the leaders of those campuses.
- Collaborate with HR and Talent Development teams to develop retention strategies and trainings.
- Monitor culture surveys and pulse check data; leverage this data to problem-solve and address gaps in culture that could affect retention.
- Support the execution of Talent Reviews on campuses and create a plan with the regional team/principals around retention risks.
- Use the annual renewal process to track confirmed and end of year potential leavers.
- Aggressively monitor retention against the yearlong benchmark.
Qualifications:
- Education: Bachelor’s degree or PHR/SHRM certification required
- Experience: 3+ years of teaching, recruitment, grassroots organizing, outreach, and/or campaign management experience required
Knowledge and Skills:
- A bias for action and accomplishing key objectives on time
- Working knowledge of recruitment processes and workflow, and applicable data reporting
- Experience with applicant tracking systems, and specifically Jobvite, highly preferred
- Excellent interpersonal skills, compelling communication both written and verbal
- High degree of professionalism, maturity, and confidentiality
- Detail orientation and strong organization skills
Physical Requirements:
- Must be able to sit for extended periods of time without being able to leave the work area.
- Must be able to lift and carry or otherwise move 20 pounds (regularly/occasionally)
- Physical ability to work around small children including sitting, standing, running and climbing stairs.
What We Offer:
Compensation & Benefits:
Salaries for people entering this role typically fall between $67,000 and $77,400, commensurate with relevant experience and qualifications and in alignment with internal equity. This role is also eligible for performance pay based on organizational performance and goal attainment.
Additionally, we offer medical, dental, and vision plans, disability, life insurance, parenting benefits, flexible spending account options, generous vacation time, referral bonuses, professional development, and a 403(b) plan. You can find more information about our benefits at
* IDEA may offer a relocation stipend to defray the cost of moving for this role, if applicable.
Application process:
Submit your application online through Jobvite. Please note that applications will be reviewed on an ongoing basis until the position is filled. Applicants are encouraged to apply as early as possible.
Learn more about IDEA
At IDEA the Staff Culture and Belonging Team uses our Core Values to promote human connection and a culture of integrity, respect, and belonging for all Team and Family members. Learn more about our Commitment to Core Values here:
IDEA Public Schools does not discriminate on the basis of race, color, national origin, age, sex or disability, in admission or access to, or treatment of employment in its programs and activities. Any person having inquiries concerning the organization’s compliance with the regulations implementing Title VI of Civil Rights Act of 1964 (Title VI), Section 504 of the Rehabilitation Act of 1973 (Section 504), or Title II of the Americans with Disabilities Act of 1990 (ADA), may contact IDEA Human Resources at (956) ###-####.
