Head of Talent

Job Description

About Domo Modular\n

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Domo is a modular housing developer building cutting edge apartment communities utilizing prefabricated building units it manufactures in its San Diego factory. What makes us different is that we control the whole lifecycle. We plan and develop the land, manufacture the building units in our own factory, build the community as our own general contractor, and then own and manage it.

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Because we own and operate what we build, we build it to last and to run well. Our communities use sustainable technologies like solar on the balconies, along with software and other tools that make them better places to live and easier to operate.

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Domo operates through several entities/divisions: Domo Modular (the overall development company), Domo Manufacturing (the factory), Domo Construction (the general contracting company) and Domo Living (Property Management). We are lean, we move fast, and our founders are hands-on in hiring. We are building each division from the ground up.

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That is what we mean by the Domo Enterprise. We are not just a factory and not just a builder. We are a developer, a manufacturer, a general contractor, and a property owner and manager working as one system, so every lesson from the communities we run flows back into the next one we build.

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We are early, yet we are moving fast. This is what the very start of a new category looks like: a small team building a new way to deliver housing before the rest of the world catches up. The people who join now will shape how it works for years to come.

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The role\n

Domo is hiring its first dedicated talent leader. You will build the team that builds Domo, across the entire enterprise and in every division:

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·        Domo Modular (development):  development and corporate roles.

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·        Domo Construction (general contracting):  construction leadership, project managers, and field teams.

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·        Domo Manufacturing (the factory):  skilled trades, supervisors, quality, and logistics.

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·        Domo Living (property management, owning and managing communities):  the teams that run our communities.

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You will own the recruiting engine end to end, from workforce planning with division leaders through offers, onboarding handoff, and the metrics that show whether it is working. You will run high-volume hourly hiring and executive search in parallel, and do both well. Factory hiring is an important part of the job, but it is one part, not the whole thing.

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This is for someone who loves building organizations. You get into the details on what Domo actually does, from how a unit moves through the factory to how a community gets leased up and run. You get excited about the future of housing technology, and you get candidates excited too. You will report to the founders and executive leadership team.

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What you'll own\n

·        Workforce planning:  Run intake with leaders in development, construction, manufacturing, and property management. Turn the business plan and project pipeline into one enterprise hiring plan, and keep it current as priorities change.

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·        Organization building:  Help the founders and executive leadership team decide how each division should be structured as it grows and which roles come first.

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·        Leadership and corporate search:  Run searches for corporate leadership, such as VP of Construction, CFO and other development and corporate roles.

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·        Factory and trades hiring:  Build steady pipelines for structural welders, MEP, interior finish, quality, production supervisors, logistics, and warehouse roles.

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·        Property management hiring:  Build the teams that own and run our communities.

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·        Job descriptions and postings:  Write clear, accurate job descriptions that explain what Domo does and why it matters, and manage postings on recruiting channels and Domo's careers inbox.

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·        Sourcing:  LinkedIn, industry networks, trade schools, apprenticeship programs, community colleges, employee referrals, and bilingual outreach across Los Angeles, San Diego, and the Tijuana border region.

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·        Screening and interviews:  Design structured screens and interview loops for each division, prepare hiring managers, collect feedback quickly, and keep candidates informed at every step.

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·        Offers and onboarding:  Build and send offers through our payroll system, close candidates, and hand off cleanly to onboarding so new hires start ready to work.

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·        Metrics:  Track and report time to fill, pipeline health, and offer acceptance by division, and use the data to fix bottlenecks.

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·        Employer brand:  Partner with marketing to tell the Domo story and show what it is like to build housing here, in the office, the factory, the job site, and our communities.

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·        Hiring compliance:  Own the I-9 and E-Verify process, keep hiring practices consistent and fair, follow California requirements, and partner with legal when needed.

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·        Tools and automation:  Use AI and automation to speed up sourcing, screening, scheduling, and reporting, without losing the personal touch candidates expect.

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What a great first 90 days looks like\n

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·        First 30 days:  You have learned the business end to end. You have walked the factory floor, visited a job site and a community, and met the leaders of every division. You have one hiring plan that covers every open role across the enterprise with clear priorities. Every open requisition has an owner, a current posting, and an active pipeline. You have reviewed the recruiting plan, offer, and onboarding workflow and the I-9 and E-Verify process, and fixed what needs fixing.

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·        By day 60:  You have opened new sourcing channels for each division, from industry networks for leadership roles to trade schools, apprenticeship programs, and community colleges for the factory and field, plus bilingual community partners in Los Angeles, San Diego, and the border region. Structured interview loops are in place for core roles in every division. Hiring managers see qualified candidates quickly.

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·        By day 90:  Hourly hiring runs on a repeatable weekly rhythm. Leadership searches across the enterprise have strong shortlists. You have a clear view of how each division should grow and which roles come first. You report time to fill, pipeline health, and offer acceptance by division to the founders and executive leadership team on a regular cadence. Leadership spends hiring time on final interviews and closing, not on keeping the process moving.

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Who thrives here\n

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Must-haves

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·       Roughly 6 to 10+ years in recruiting or talent acquisition.

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·       A real passion for building organizations, and experience helping a company grow its teams.

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·       Curiosity about the business. You want to understand how development, construction, manufacturing, and property management actually work.

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·       Excitement about the future of housing, and the ability to get candidates excited about it too.

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·       Experience hiring across very different functions at once:  corporate, field, factory, and operations.

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·       Proven high-volume hourly hiring, ideally in manufacturing, construction, skilled trades, or property operations, but with extensive corporate organizational experience finding the right people to build each division.

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·       Leadership or executive-level search experience, run at the same time as hourly hiring without letting either slip.

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·       Hands-on experience running recruiting in an ATS or HRIS, from requisition to onboarding.

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·        Working knowledge of hiring compliance:  I-9 and E-Verify, fair and consistent hiring practices, and California requirements.

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·       Credible with tradespeople, property teams, developers, and executives alike, and comfortable on a factory floor or job site.

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·       Uses AI and automation tools to get more done.

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·       Builds systems, not just pipelines. You leave every process better than you found it.

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Nice-to-haves

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·       Bilingual in English and Spanish.

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·       Startup or growth-stage experience.

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·       Payroll experience.

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·       Relationships with trade schools, apprenticeship programs, or community colleges in Southern California.

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·       Experience in real estate development, multifamily property management, or modular, offsite, or steel construction.

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What this is not\n

·       Not a remote role. You will be on-site in San Diego or Los Angeles; If in San Diego, at the factory and the office; If in LA, with the corporate team.

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·       Not a factory-only recruiting role. You will hire for every division of Domo Enterprise.

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·       Not a role where you hand searches to agencies and wait. You will source, screen, and close yourself.

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·       Not a role with an established team and process to inherit. You will build the engine hands-on.

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What we offer\n

·       The first dedicated talent role at Domo, reporting directly to the founders and executive leadership team.

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·        Real ownership of how Domo hires across the whole enterprise:  development, construction, manufacturing, and property management.

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·       A hand in shaping how the organization is built as it grows.

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·       A front-row seat to building housing a new way, from the first site plan to the factory floor to the day residents move in, at the very start of something new.

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·        Compensation:  Competitive, commensurate with experience. $125,000 - $165,000.

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How to apply\n

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Apply through LinkedIn or email your resume to View email address on ziprecruiter.com. Include a short note on a hiring push you owned end to end: the roles, how you sourced, what you changed along the way, and what happened. If you can, tell us about one high-volume hourly effort and one leadership search, and what gets you excited about the future of housing. If you've read this far, enter 7 as your answer to the screening question.

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• Domo is an equal opportunity employer.
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