Talent Acquisition Manager Jobs in Santa Rosa, CA

About 2B LivingAt 2B Living we are redefining the property management experience for our residents, employees, and clients. As a founder-led firm, we are the fastest-growing property management company in the Bay Area, with a portfolio of 6,000+ units across 550+ properties. We specialize in rent-controlled and market-rate multifamily housing, select single-family homes, and commercial properties, and we are expanding both organically and through acquisitions. Our aim is to build the infrastructure of a scaled, institutional-grade platform and set a new standard for what exceptional property management looks like.
We are committed to delivering best-in-class service to property owners while creating an unparalleled rental experience for residents. We believe talented people are the backbone of the organization and invest heavily to attract and develop the best individuals for each role. We care deeply about the communities we serve, and we are obsessed with delivering value for our clients.The RoleWe are creating 2B Living's first dedicated talent acquisition function, and you will own it end to end. Every regional manager, property manager, property accountant, leasing professional, and maintenance technician we bring on over the next several years comes through you.
This role sits on the Growth team and reports to the COO/CFO, reflecting how we view recruiting: as a driver of growth rather than an administrative function. We are scaling toward tens of thousands of units, and our ability to reach that scale depends on the talent we hire.
This is not an HR role. Our Talent Acquisition Manager won't be managing compliance, benefits administration, or employee relations. Instead, they will own a critical mission: fill the foundational and most important roles at 2B Living with unparalleled talent. As our first dedicated talent acquisition hire, the Talent Acquisition Manager will be a key ingredient to our firm's durable and enduring success.
Ultimately this is a build role. If you're energized by building an exceptional, enduring company where talent is the key differentiator, this role is for you.Who You AreAt 2B Living, how you work matters just as much as what you deliver. We are looking for someone who naturally embodies our core values and is energized by helping a company scale the right way.
You are someone who solves hard problems, leaning into ambiguity with curiosity, accountability, and a bias toward action. You grow courageously, challenging the status quo and continuously evolving your craft. And you believe in rowing together, building real partnerships with hiring managers, treating every candidate like a future colleague, and creating alignment across teams.
You have experience in both agency recruiting and an in-house talent acquisition role, and you bring the best of both: a proactive approach to sourcing and the judgment to build a recruiting function that works for the business.
You understand high-volume, distributed hiring. You know that filling a leasing or maintenance opening in days is a different discipline from running a confidential search for a regional leader, and you have a playbook for each. You know how to reach people who never appear on a job board: competing operators, trade and certification programs, association chapters, and referral networks. Multifamily experience will help, but a healthy obsession with developing relationships and sourcing talent is the prerequisite.
You are a self-starter who is comfortable with ownership and ambiguity. You measure what is working, adjust what is not, and give leadership an accurate view of where the pipeline stands.What You'll Own1. Recruit: Own the Pipeline End to End

• Build and maintain a hiring machine that consistently puts the right people in the right seats.
• Develop proactive pipelines for our evergreen roles (property managers, property accountants, leasing professionals, maintenance technicians, and regional staff) so that sourcing does not begin from zero when a position opens.
• Run targeted outreach across LinkedIn, Indeed, multifamily and apartment association job boards, trade schools and CAMT certification programs, and direct competitor mapping.
• Write job postings that are clear, accurate, specific to property management, and compliant with California pay scale disclosure requirements.
• Run structured intake meetings with every hiring manager covering must-haves, trade-offs, compensation, and timeline, agreed before sourcing begins.
• Conduct the preliminary assessment: screen for role fit, values alignment, and compensation alignment, and administer DISC so the hiring manager receives a qualified slate.
• Run the interview process alongside the hiring manager. Schedule and coordinate the loop, prepare interviewers, lead the debrief, and drive to a timely decision.
• Extend and negotiate offers, close candidates, and hand off to People Operations for offer documentation, background checks, and onboarding.
• Maintain accurate, current ATS records so that every candidate receives a response and no application goes unanswered.

2. Build Relationships, Network, and Employer Brand

• Leverage your industry network across Bay Area multifamily operators to source talent and generate referrals.
• Build and own long-term relationships with trade schools, CAMT and maintenance certification programs, community colleges, and university career centers so that we have candidates identified before roles open.
• Develop internship and entry-level pathways that bring early-career talent into 2B Living and grow them into onsite and corporate roles.
• Represent 2B Living at apartment association events (CAA and Bay Area chapters, NAA, IREM), career fairs, and community organizations.
• Manage our presence on LinkedIn, Glassdoor, and Indeed so candidates can see why we have been named a Best Place to Work since 2019, including responding to reviews.
• Own and grow the employee referral program, typically our highest-quality and lowest-cost source of hire.
• Grow inbound interest in 2B Living so that a rising share of qualified candidates approach us directly rather than needing to be sourced.
• Coordinate with People Operations so that the transition from offer acceptance to first day is seamless for the new hire.

3. Partner on Workforce Planning

• Execute against the approved hiring plan, and pressure-test it with market reality: what a role actually costs, how long it actually takes to fill, and where we are not competitive.
• Meet regularly with each department head and regional leader to surface upcoming roles a quarter ahead of the requisition, so sourcing starts before the seat is empty.
• Own the recruiting metrics that inform the plan: time-to-fill by role type, pipeline coverage, source-of-hire mix, offer acceptance rate, cost-per-hire, and new-hire retention at six and twelve months.
• Identify staffing risk early, including attrition trends, hard-to-fill submarkets, compensation misalignment, and acquisition-driven demand, and bring a recommended course of action alongside the issue.

4. Recruiting Operations

• Own the ATS: hygiene, workflow design, reporting, and adoption by hiring managers.
• Build a structured, consistent interview process with scorecards, question banks, and brief training so hiring managers interview well and evaluate against the same bar.
• Manage recruiting spend across job boards, tools, events, and any residual agency use, and report against it.

What You Bring

• Required: 5+ years in talent acquisition or recruiting in a fast-paced, entrepreneurial environment. Experience across both agency and in-house environments is strongly preferred.
• A demonstrated track record of building pipelines rather than only filling open requisitions.
• Fluency with an ATS and LinkedIn Recruiter / Sales Navigator or comparable sourcing tools, including the ability to build and run a candidate CRM.
• Experience running a full interview process with hiring managers and closing candidates at offer, including compensation conversations.
• Strong written communication. Your outreach earns responses and your postings attract qualified candidates.
• Data fluency. You pull your own recruiting metrics and use them to inform strategy.
• A self-starter who is comfortable operating as a team of one while the function is being built out.
• Working knowledge of California employment and hiring compliance.

Why This Role

• You build the function. This is 2B Living's first dedicated talent acquisition hire. The strategy, employer brand, process, and metrics are yours to own and evolve, with executive sponsorship from the start.
• Executive visibility. You report to the COO/CFO and sit on the Growth team, with a direct line into how the company plans and scales.
• Meaningful scale. We are growing organically and through acquisitions toward tens of thousands of units, across a wide range of onsite and corporate roles.
• An established employer brand. Named Best Place to Work by the SF Business Times, the National Apartment Association, and Best & Brightest (2019–2025), and one of the fastest-growing private companies in the Bay Area.
• Room to grow. As hiring volume and scope increase, this role can grow into leading a talent acquisition team.

Compensation & BenefitsThis is an in-house role, and the compensation is structured accordingly: a strong base with a meaningful performance bonus tied to hiring results. There is no per-hire commission.

• Base Salary: $100,000 to $120,000 (exempt; commensurate with experience)
• Performance Bonus: 20 to 25% of base, tied to attainment against the annual hiring plan and tiered: hit 100% of the plan, earn 100% of target bonus; hit 50%, earn 50%. Bonus is also weighted for quality of hire and time-to-fill benchmarks, not volume alone.
• Medical, dental, and vision benefits
• 401(k) participation upon hire
• Education reimbursement and professional development opportunities

If this is the kind of function you want to build, we would like to hear from you.
2B Living Property Management is an Equal Opportunity Employer.
 

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