Corporate Talent Acquisition & Strategy Manager

Corporate Talent Acquisition & Strategy Manager 

Job Type: Full-Time, Exempt. WFH 
Location:  WFH
Pay Range:  $85,000-$92,000
Reports To: Kristen Reilly, SVP, People & Talent
Benefits

• Health (Elevo covers 50% of medical premium) 

• Dental & Vision (Elevo covers 75%) 

• No Cost, Short-Term Disability & Basic Life Insurance 

• 401k Plan (Employer Match) 

• Generous PTO 

ABOUT US 

Elevo's mission is to transform the well-being of students, so they look forward to coming to school. Our WASC-accredited curriculum engages students and fosters social-emotional learning through fun, physically active games, sports, and enrichment activities across arts, humanities, and STEM. Through our Expanded Learning Opportunities Program, Before & After School Programs, and Summer & Intersession Programs, we create environments where students learn, move, and thrive beyond the classroom. 
 

Elevo is on a path to double in size over the next three years. That growth runs entirely on the quality of the people we bring in. The Corporate Talent Acquisition & Strategy Manager owns how Elevo hires full-time, salaried talent: the process behind every search, the pipelines we build ahead of need, the brand we put into the market, and the discipline behind every hiring decision. 

This is a build role, not a maintenance role. Corporate recruiting at Elevo is largely undefined today, and this position is being handed the responsibility to define it. The person in this seat will source directly, run full-cycle searches, train hiring managers to interview well, and stand up the systems that let Elevo hire at a consistently higher bar as we scale. 

This role is designed as a growth role. It carries real ownership from day one and is supported with direct coaching, structured development, and executive air cover from the SVP, People & Talent. 

KEY RESPONSIBILITIES

Full-Cycle Recruiting 

• Run corporate searches end to end for full-time roles, from intake through offer support 

• Partner with hiring managers on role definition, must-have criteria, and the profile of a strong candidate before the search opens 

• Screen candidates against a defined bar and provide clear, evidence-based recommendations 

• Keep every candidate and every search moving. Speed and communication are the two things we fully control. 

Sourcing & Pipeline Building ​​​​​​

• Source candidates directly rather than relying on inbound applications. Most of Elevo's strongest hires will not apply on their own. 

• Build and maintain talent pipelines for roles Elevo will predictably need before the requisition opens 

• Track the market for our recurring profiles: who is out there, where they work, and what they are paid 

• Own the full-time employee referral program and make it easy for Elevo team members to send us strong people 

​​​​Hiring Process & Manager Enablement 

• Build and maintain Elevo's structured interview toolkit: scorecards, competency-based questions, rating scales, and debrief formats 

• Train hiring managers to use the toolkit and hold them to it consistently 

• Facilitate hiring debriefs and keep decisions evidence-based rather than impression-based 

• Build interview panels that reflect the communities we serve and reduce bias in how candidates are evaluated 

Employer Brand & Candidate Experience 

• Own Elevo's corporate job postings, careers presence, and outbound candidate messaging 

• Articulate why a high performer would choose a mission-driven education organization, and make candidates feel it in a first conversation 

• Own the candidate experience end to end. Every candidate we decline should still speak well of Elevo. 

Data, Systems & Reporting 

• Own the corporate hiring funnel and the applicant tracking system, keeping data clean and current 

• Track and report open requisitions, time to fill, source of hire, pass-through rates, and offer acceptance 

• Deliver a standing hiring report to leadership 

• Surface problems early with a recommendation attached 

Reporting & Communication Cadence 

• Weekly: corporate hiring report covering open searches, stage movement, and risks 

• Monthly: hiring health summary with funnel metrics and hiring manager feedback themes 

• Quarterly: review of process improvements, pipeline health, and priorities for the next quarter 

What This Role Does Not Own 

Named for clarity. The intent is that this role takes on pieces of the list below over the next 12 to 18 months as capability is demonstrated. 

• Vice President+ level searches, which remain with the SVP, People & Talent 

• Workforce planning with the executive leadership team 

Required 

• Experience in recruiting, People Operations, sales, customer success, or another relationship-driven role. Judgment, drive, and rate of learning matter more than years in a recruiting seat. 

• Comfortable initiating contact with people who are not expecting to hear from us, and selling something they believe in 

• Highly organized with strong follow-through across many moving parts and minimal oversight 

• Clear written and verbal communication with internal partners and external candidates 

• Working knowledge of applicant tracking systems, spreadsheets, and basic funnel reporting, or the ability to learn them quickly 

Preferred 

• Prior full-cycle recruiting experience, in-house or agency 

• Experience in education, nonprofit, multi-site services, or field-based operations 

• Familiarity with structured interviewing and scorecard-based hiring 

• Existing knowledge of Elevo's programs, departments, and operating model 
   

SKILLS, KNOWLEDGE & TRAITS 

• High ownership. Takes the work personally and does not need to be chased. 

• Coachable and self-aware. Asks questions early and raises problems before they grow. 

• Builder mindset. Comfortable creating structure where none exists. 

• Resilient in the face of rejection, which is a daily condition of good sourcing. 

• Holds a standard. Willing to say a candidate is not strong enough, even under hiring pressure. 

• Genuinely connected to Elevo's mission and able to convey it authentically 

The responsibilities listed above are intended to describe the primary duties of this role and are not an exhaustive list. Additional duties may be assigned based on program and business needs.

This position's target annual base pay range is $85,000-$92,000. Final pay determinations may depend on various factors, including, but not limited to, experience level, education, geographic location, knowledge, and skills. Elevo also offers a full range of health insurance benefits, 401(k) company match, and paid time off benefits. Elevo is committed to creating a diverse work environment and is proud to be an equal-opportunity employer. All applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity, sexual orientation, national origin, disability, age, or veteran status. Elevo is an e-verify employer. Read Elevo's Privacy Policy HERE.