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 businessscheduling, 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.
What youll bring
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 managementable 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).
What youll get
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 functionprocess, org design, and technologyfrom 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).
Job Number 8060
#LI-AH1
Numbers & Facts
Location
Laguna Hills, CA
Skills
Artificial Intelligence (AI)unmatched
Business Growthunmatched
Cadenceunmatched
Change Managementunmatched
Clinical Competencyunmatched
Coachingunmatched
Direct Sourcingunmatched
Leadershipunmatched
Metricsunmatched
Operating Systemsunmatched
Organizational Development/Managementunmatched
Process Improvementunmatched
Quality Managementunmatched
Quality Metricsunmatched
Service Deliveryunmatched
Standard Operating Procedures (SOP)unmatched
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