Talent Manager

Henrico, VA (Richmond)|$70,000 to $100,000|Full-Time, On-Site Most recruiting jobs are order-taking. A seat opens. You repost the ad. You screen the pile. You hand somebody a stack of resumes and hope. That is not this job. If you are the right person for it, you already know why that model is broken, and you have probably been frustrated by it for years. HERE IS THE HONEST PICTURE dcsports87 turns trading card collections into cash. People all over the country mail us the collections they have been sitting on, sometimes for thirty years, and we get them sold. Paid more, paid faster. That is the whole promise. We move about 110,000 cards a week out of a building in Henrico. We were at 60,000 in January. Here is the part that matters to you. The building is not the limit. The machines are not the limit. People are. We could move far more volume in the same square footage if we had the right humans in the right seats. We do not, yet. That gap is your job. We are about sixty people plus a night shift. Five of the folks running this place are related to each other. Zach started it, and his brother, two sisters, and brother-in-law all run pieces of it. That is not a warning, it is just something to know before you walk in. Everybody else got here on merit and so will you. We have never had anyone whose actual job was finding people. Hiring gets squeezed in between shifts by supervisors who already have a full plate. And here is the thing that makes this different from most recruiting jobs. You are not here to backfill. We are going from 110,000 cards a week to 200,000. That is not a replacement problem, it is a capacity problem, and the only way we get there is a lot more hands than we have today. You are the first person here whose job is to go get them. WHAT THIS ROLE ACTUALLY IS Not a screener. Not a scheduler. Not HR. You build the bench. That is the majority of the job and everything else serves it. A bench means that when we are ready to add capacity, you already know a group of people who could do that work, you have talked to them recently, and they would take your call. Not a folder of resumes from eight months ago. Real people, real conversations, kept warm. Most companies only look when they are desperate. You exist so we never have to. Five things sit on your desk. The bench. Warm, qualified people ready before we need them, not after. Current, not archived. Recruiting channels. Five places we find people, worked every single week. Schools. Workforce programs. Referrals. Job boards. Community partners. You build them one at a time and you keep them alive. The system. You are picking our recruiting software and setting it up from nothing. Every applicant, every conversation, every hire in one place, because right now it lives in text messages and somebody's memory. The gate. You run the quick fit call with every candidate and, once trained, the core values interview. You also co-host the show and tell, where interested people walk our floor in groups and hear what this place actually is. Project management. You make sure the first 45 days go smoothly by staying on the trainers, the supervisors, and the operations leader so nothing falls through. THE GATE, NOT THE DECISION Read this part twice, because people get it wrong and then get frustrated. You are the gate. You are not the decision. The skills interview belongs to a senior supervisor or to Nick, our operations leader, because they are the ones who know the work. The hiring manager for that seat sits down with the candidate and makes the final call. You hand over a written recommendation and then you hand over the decision. We built it this way on purpose. The person who has to lead somebody every day should be the one who picks them. If you need to be the one who says yes, you will hate this seat. What we need instead is rarer and harder. Enough spine to tell a manager no when a candidate should not move forward. Enough humility to hand the call to someone else when they should. WHAT THIS SEAT DOES NOT DO We would rather scare you off now than in month three. You do not run payroll, benefits, or compliance. That is our outside HR partner. You do not schedule shifts or run the floor. That is Nick and the supervisors. You do not deliver onboarding or write training. You make sure it happens. You are not the complaint desk. New hires are yours through day 45, then you hand them off. Tenured employees take issues to their supervisor. If you came here hoping to be everybody's person, this is not that. And you will not walk in and start hiring immediately. You will spend your first stretch finding out what our numbers actually are, because nobody here can tell you. How long it takes to fill a seat. How many people we can realistically add in a month. What a hire costs us. How new people are doing at day 45. Nobody has ever measured any of it. You will build that baseline before anybody sets a target on you, and then those numbers are how we both know you are winning. THE STANDARD We landed on five things that describe who does well here. Lift the Room. Leave people better than you found them. Help the new person before they ask. Full Throttle. Give it everything, the whole time you are on it. Same at the end of the day as the start. Roll With The Changes. Go where you are needed, not where you are comfortable. Everything here changes. A Dollar or a Million. Nothing in this building is ours. Every card belongs to somebody who trusted us, and they usually have no idea what it is worth. All of it gets the same care. Earn the Jersey. A lot of people spent years making this name mean something. You got all of it for free on day one. Protect it. Your job is to find people who already live that way, because you cannot train it in. You are going to be the one saying no to the fast, polished candidate who does not have it. THIS WILL BE HARD You are building from zero. No software, no pipeline, no channels, no data. Some weeks the only thing you will have to show is groundwork. You will be recruiting hourly production people at volume in a competitive Richmond labor market. This is not executive search. It is not glamorous. It is calls, campus visits, follow-ups, and showing up at the same workforce program month after month until they trust you. You will push supervisors to slow down when they want to hire the warm body in front of them. That is not a fun conversation and you will have it often. You will be new in a company where much of the leadership has been here for years. You will earn your standing by being useful, not by having the title. If that sounds exhausting, we understand, and this is not the seat. WHO WE ARE LOOKING FOR You have built a recruiting platform or CRM from empty. Workable, JazzHR, Greenhouse, Lever, BambooHR, Go High Level, HubSpot, we do not care which one. Building one counts for far more than using one somebody else set up. You are unusually good with people and unusually organized. That combination is rare, and it is the whole reason this hire is hard. Most people who light up a first phone call let the pipeline rot. Most people with a spotless tracker lose candidates at the offer. We need both, and we will find out which one you actually are. You have recruited at volume, not one seat at a time. You follow up. Not eventually. That day. You are comfortable being told no by a hiring manager and comfortable telling one no. We will ask you about a time you passed on somebody a manager wanted, or pushed forward somebody a manager doubted. Have a real answer ready. WHO YOU REPORT TO You report to Benny Fisher, Chief Heart Officer at dcsports87. That title is going to sound unusual, so here is what it actually means. Benny is not a recruiter and he is not HR. He owns the people side of this company. Who we hire, what the standard is, how people get developed, and the hard calls about who fits. Zach brought him in from the outside and gave him that authority on purpose. Right now, the two of you are the whole department. He sets the standard. You carry it. That is the honest split and you should decide about it now. Benny makes the calls about who fits. You are in the building every day doing the work and being the face of it. Two reasons it is built that way. Zach needs one person accountable for the people side instead of five. And you should not have to be the one delivering hard news in your first year, in a city where you will still be recruiting ten years from now. You will work side by side with him, not through email. He is going to be here. If you want a seat where you have the final say from day one, this is not it. If you want to build something from nothing next to somebody who has done it before, keep reading. WHAT YOU GET $70,000 to $100,000. Full benefits. A seat nobody has ever held here, which means you build it instead of inheriting somebody's leftovers. ONE MORE THING We have three numbers we are chasing. Best place to work in Richmond. 200,000 cards a week. A 12-day wait time we actually hit. You only touch one of them directly. But the other two do not happen without it. We are not getting to 200,000 a week with the people we have today. Somebody has to go find them, and start before we need them. #J-18808-Ljbffr