What You’ll Do

Full-Cycle Recruiting

• Own recruiting processes from hiring intake through candidate acceptance.
• Partner with hiring managers to understand the actual business need behind each position.
• Create and refine job descriptions and candidate profiles.
• Source, screen, interview, and evaluate candidates.
• Coordinate candidates through technical, behavioral, leadership, and client interview stages.
• Maintain consistent communication with candidates throughout the process.
• Help manage offers, compensation discussions, and closing candidates.
• Keep recruiting pipelines and our ATS accurate and up to date.

Technical Recruiting — Codelitt

Recruit technical talent for Codelitt and our client engagements, including roles such as:

• Software Engineers
• Backend Engineers
• Frontend Engineers
• Full-Stack Engineers
• DevOps / Platform / SRE Engineers
• Data Engineers
• QA / Automation Engineers
• Engineering Leadership
• Product and other technology-related positions

You’ll be expected to develop enough technical understanding to have meaningful conversations with candidates and hiring managers.

You don't need to be an engineer, but you should understand the difference between technologies, engineering disciplines, seniority levels, and the types of experience required for different technical environments.

You will work closely with Codelitt's technical leadership to identify strong candidates and continuously improve how we evaluate technical talent.

Non-Technical & Real Estate Recruiting — Carbon Residential

Support hiring across Carbon Residential's growing real-estate organization.

Depending on business needs, searches may include:

• Property management
• Leasing
• Maintenance and property operations
• Accounting and finance
• Asset management
• Acquisitions
• Operations
• Administrative and corporate functions
• Leadership positions

Some positions may be remote, while others will require candidates in specific locations where Carbon operates.

You should be comfortable adapting your sourcing and evaluation strategy depending on the type of role you're recruiting for.

Cultural & Behavioral Interviews

You will be one of the people responsible for protecting and strengthening our culture as we grow.

You will:

• Conduct structured cultural and behavioral interviews.
• Evaluate communication, ownership, accountability, adaptability, and collaboration.
• Dig beyond rehearsed interview answers to understand how candidates actually operate.
• Assess alignment with our company values.
• Identify potential risks or concerns and communicate them clearly to hiring managers.
• Provide structured recommendations after interviews.
• Help continuously improve our interview questions and evaluation criteria.

We expect you to develop strong judgment and be comfortable recommending that we do not hire someone when the fit isn't right, even when that candidate is technically qualified.

Sourcing & Pipeline Development

• Proactively source candidates through LinkedIn, recruiting platforms, referrals, communities, and direct outreach.
• Build pipelines for difficult-to-fill and recurring positions.
• Develop creative sourcing strategies when traditional approaches aren't producing results.
• Maintain relationships with strong candidates who may be relevant for future positions.
• Help reduce dependency on external recruiting agencies.
• Continuously identify new sourcing channels and recruiting tools.

Recruiting Operations

• Maintain accurate candidate records and recruiting pipelines.
• Track recruiting performance and identify bottlenecks.
• Help establish consistent recruiting processes across Codelitt and Carbon.
• Improve interview scorecards, candidate evaluation frameworks, and hiring workflows.
• Work with leadership to prioritize positions based on business needs.
• Provide clear visibility into pipeline health and recruiting progress.
• Help improve our candidate experience from application through onboarding.

Preferred Qualifications

• 5+ years of recruiting experience, ideally in a full-cycle recruiting role.
• Strong experience recruiting software engineers and other technical professionals.
• Demonstrated ability to source passive candidates.
• Experience managing multiple positions and hiring pipelines simultaneously.
• Experience conducting behavioral or cultural interviews.
• Strong interviewing and candidate evaluation skills.
• Excellent written and verbal communication skills.
• Experience working directly with hiring managers and senior leadership.
• Experience with applicant tracking systems and modern recruiting tools.
• Comfortable using recruiting data and metrics to improve hiring outcomes.
• Experience recruiting across different geographies is a plus.
• Experience recruiting for real estate, property management, operations, finance, or similar industries is a plus.
• Experience recruiting for both remote and location-specific positions is a plus.

Soft Skills

• Strong ownership: You take responsibility for getting positions filled rather than simply moving candidates through a process.
• Excellent judgment: You can differentiate between someone who interviews well and someone who is genuinely a strong hire.
• Bias toward action: You proactively find solutions when a pipeline isn't working.
• Strong communication: Candidates and hiring managers always know where things stand.
• Adaptability: You can move from recruiting a senior backend engineer one day to a property operations role the next.
• Organization: You can manage many candidates and positions without allowing things to fall through the cracks.
• Curiosity: You want to understand the technologies, businesses, teams, and roles you're recruiting for.
• Empathy: You treat candidates respectfully regardless of whether we ultimately hire them.
• Comfort with ambiguity: You can take an imperfectly defined hiring need and work with leadership to turn it into a successful search.

What Success Looks Like

Success in this role isn't measured simply by the number of interviews scheduled.

We want someone who consistently brings high-quality people into the organization.

You will be successful when:

• Hiring managers trust your judgment.
• Candidates have a professional and transparent experience.
• Strong candidates move quickly through the process.
• Weak candidates are identified early.
• Hiring pipelines remain healthy and organized.
• Difficult positions don't remain open simply because the obvious sourcing channels didn't work.
• Leadership has clear visibility into hiring progress and challenges.
• Our recruiting process becomes stronger and more scalable over time.

This role is ideal for someone who enjoys recruiting across different disciplines, wants meaningful ownership of the hiring process, and takes pride in identifying people who can make a real impact.

If you enjoy finding exceptional people, understanding what motivates them, and helping build strong teams, we'd love to hear from you.

Originally posted on Himalayas