Who We Are

Stavvy is working to transform the real estate buying and lending process for borrowers, their lenders, and the vendors used throughout the process. Whether we are working to enable title companies to facilitate remote closings in a safe way, or better connecting lenders with the businesses they use during the home buying process, people at Stavvy are disruptors at heart. Our team is constantly iterating, solving problems, and working together to truly connect all stakeholders throughout the real estate transaction process in meaningful ways.

Who You Are

You are a curious and process oriented Talent Partner with 2+ years of full-cycle recruiting experience. You could be a person dedicated to Technical Recruiting, but you could also be a generalist recruiter who has had light technical recruiting experience. While you are passionate about recruiting, you also like the full People function and are eager to jump-in to projects that create meaningful candidate and employee experiences.

You are organizationally savvy and able to balance multiple priorities as well as manage-up to stakeholders.

What You’ll Do

In this role you will report directly into our Manager of Talent Acquisition and People. As the first dedicated Talent Partner you’ll support stakeholders across Engineering, Product, and Solutions.

You’ll be tasked with acquiring talent for top priority roles within the organization. Additionally, as the first Talent Partner you’ll have the opportunity to create processes to ensure positive candidate and stakeholder outcomes.

The Talent and People team is a team of two (with the addition of this role) so you will also have the opportunity to flex into employer branding and People projects based on the needs of Stavvy as well as based on your professional development interests.

In this role you will:

  • Manage full-cycle recruiting process for roles across our Engineering, Product, and Solutions teams
  • Manage stakeholder relationships with your hiring managers as well as coach new interviewers and managers on recruiting processes
  • Utilize analytical thinking to diagnose business challenges and identify hiring trends as well as opportunity areas in our process
  • Revamp and build internal processes on sourcing, screening, interviewing, and hiring to promote a streamlined process as well as create positive candidate experiences
  • Flex into People projects based on your interests (think: employer branding, people analytics, ATS configuration, etc.)