VP of Talent

Dallas, TX · On-site · Full-time · Executive Leadership Team ABOUT MOVE CONCIERGE Move Concierge is a fast-growing home services and relocation platform that helps homebuyers seamlessly connect essential services when moving into a new home — including internet, utilities, security, TV, home warranty, and more. We partner with real estate professionals and institutional referral sources nationwide to deliver a high-touch, concierge-style experience during one of the most stressful moments in a customer’s life. Through a single point of contact, our team helps customers compare options, coordinate installations, and get their homes fully connected without the hours of research and frustration that typically come with moving. Our growth has been driven almost entirely through trusted referral relationships, which means the customer experience must be exceptional every single time. One poor interaction doesn’t just impact one customer — it can impact an entire long‑term partnership. Founded in 2009, Move Concierge has helped more than 250,000 movers nationwide and has been recognized multiple times as one of the fastest-growing private companies in the U.S. Internally, we’ve built a culture grounded in encouragement, accountability, energy, and genuine camaraderie. As we continue scaling, we’re investing in the leadership and infrastructure needed to support the next phase of growth. THE OPPORTUNITY This is a newly created executive leadership role with the opportunity to build and shape talent acquisition at a pivotal stage of company growth. Talent is one of the most important drivers of our business. We hire approximately 100 Concierge‑level inside sales professionals annually, alongside strategic leadership and specialized hires across an expanding organization. Until now, recruiting has lived within HR. We’re ready to elevate it into a dedicated function with executive-level ownership. We’re looking for a leader who wakes up thinking about talent — someone who can build scalable recruiting programs, strengthen our employer brand, and create the infrastructure needed to keep Move Concierge ahead of growth. WHAT YOU’LL OWN Full ownership of talent acquisition across all functions, from high‑volume inside sales hiring to director and VP‑level strategic searches Building scalable, programmatic talent pipelines through university partnerships, community colleges, internship programs, networking initiatives, and employer branding efforts Developing and owning the Move Concierge employer brand narrative across candidates, campuses, recruiting channels, and leadership outreach Designing and optimizing the full recruiting lifecycle, including sourcing strategy, interview process, candidate experience, and offer management Creating the systems and operational infrastructure needed to scale recruiting effectively — ATS optimization, reporting, recruiter workflows, and hiring manager enablement Serving as a member of the executive leadership team and contributing to broader organizational strategy beyond talent acquisition WHO YOU ARE A builder. You’ve helped scale a company through growth or built recruiting infrastructure from the ground up. You can point to measurable outcomes, not just activity. Commercially minded. You understand that recruiting is fundamentally about influence and storytelling. You know how to position a company and opportunity in a way that makes candidates want to say yes. Equal parts strategist and operator. You can sell the vision externally while diagnosing pipeline issues, improving processes, and driving execution internally. A relationship builder, not just a job poster. You proactively develop talent communities and partnerships before hiring needs become urgent. Operationally disciplined. You create processes that scale, maintain high standards, and hold up in a fast‑moving environment. Versatile across hiring profiles. You’re comfortable leading high‑volume hiring initiatives while also running targeted searches for leadership, technical, or specialized roles. A credible executive presence. You can operate confidently at the leadership table, influence cross‑functional stakeholders, and independently lead your function. EXPERIENCE AND BACKGROUND 5 - 15 years of talent acquisition experience, including meaningful exposure to high‑growth and/or high‑volume environments Demonstrated success building, scaling, or transforming recruiting functions Experience operating in environments where recruiting is viewed as a strategic business driver, not simply an administrative support function Experience hiring across multiple functions preferred, including inside sales, leadership, and technical roles Familiarity with Dallas‑area talent markets is a plus, but not required WHAT SUCCESS LOOKS LIKE IN YEAR ONE Consistent delivery of monthly Concierge hiring targets and onboarding classes Launch of at least one scalable pipeline initiative (university partnership, community college program, internship strategy, etc.) generating measurable candidate flow A defined and trusted hiring process that improves both hiring manager confidence and candidate experience Established credibility as a strategic business partner and executive leader within the organization #J-18808-Ljbffr