About Run for Something
Run for Something recruits and supports young progressives running for down-ballot offices in the United States. Since launching in January 2017, we have recruited more than 80,000 potential political candidates, endorsed over 1,800 and elected more than 600 — and over half of those candidates are women, over half of them are BIPOC, and 21% are LGBTQIA+. Our alumni have meaningfully and intentionally made life better for millions of Americans across the country. We are a high-reaching, hungry team changing the face of politics in America. Learn more about our work in this clip.
The Run for Something network includes Run for Something (a 527 non-federal PAC), Run for Something Action Fund (a 501c4), and Run for Something Civics (a newly launched, non-partisan 501c3).
We have ambitious plans for 2021-2022. Read about them in our Strategic Plan here.
We highly encourage all job applicants to visit our Careers page to learn about our work environment, values, compensation and benefits policies, interview process, and more. The deadline for applications is August 14.
Position Name: Senior Manager, Talent Acquisition
Reporting Structure: This role reports to the Director of People & Culture
Location: Remote (U.S.)
Job Classification:Full Time, Exempt
Essential Duties: The primary responsibilities include recruiting, hiring, and special projects related to talent acquisition.
Run for Something is currently hiring for a Senior Manager, Talent Acquisition. In this role, you will report to the Director of People & Culture. Your primary responsibilities will be building upon and executing RFS’ recruiting and hiring processes to create a best-in-class talent acquisition operation as the organization scales rapidly, while prioritizing team culture and positive applicant experience. In addition, the Senior Manager, Talent Acquisition may identify and execute periodic special projects to create improvements to our recruiting and hiring processes.
The Senior Manager, Talent Acquisition will help RFS accomplish our strategic imperatives via:
- Recruitment strategy and execution (25% of time):
- Build a dynamic talent acquisition strategy, ensuring a continuous pipeline of qualified and interested individuals is being cultivated and stewarded
- Utilize passive and active strategies to source and recruit talent for functional and political specialization roles; identify the right networks to tap for connections
- Ensure diversity, equity, and inclusion (DEI) stays rooted in all talent acquisition processes and goals; find and implement continual improvements to DEI strategy; set and hit DEI benchmarks in recruiting
- Partner with hiring managers to identify needs in recruiting; build qualified talent funnels
- Refine and champion RFS’ employee value proposition throughout the recruiting process
- Design and execute recruiting and hiring strategies (60% of time):
- Build upon RFS’ existing hiring process to create a best-in-class operation as we scale rapidly, without sacrificing team culture
- Ensure DEI stays rooted in all hiring processes and goals; find and implement continual improvements to DEI strategy; set and hit DEI benchmarks in hiring
- Manage end-to-end hiring process, including: stewarding applicants from recruitment into the hiring process; conduct phone screens; coordinate interviews with hiring managers and search committees; conduct reference checks; coordinate offers
- Partner with hiring managers throughout hiring process, including creation of job descriptions and interview questions; keep hiring managers on track to deadlines and updated on progress; advise hiring managers through challenges and decision-making
- Ensure all systems maintain compliance with RFS and federal/local requirements
- Prioritize a positive applicant experience through timely and professional communications
- Manage and maximize RFS’ applicant tracking system to create a data-minded operation
- Management & Special Projects (15% of time):
- Vet, hire, and manage Talent Acquisition vendors, such as external recruiters, toward timelines and goals
- In partnership with the Director of People & Culture, create the strategy for how the Talent Acquisition team should expand to meet the needs of the organization through vendors and staff
- Depending on volume of hiring, the Senior Manager, Talent Acquisition may identify and execute periodic special projects to create improvements to our recruiting and hiring processes. Examples include: researching and implementing related HR technology; working with Communications team members to create recruiting brand assets; writing interview guides or creating hiring training modules
- Help RFS achieve its hiring and scaling goals by meeting recruiting and hiring targets
- Set, meet, and continue to grow RFS’ diversity, equity, and inclusion metrics in recruiting and hiring
- Create a positive employee value proposition and reputation
- Deep experience related to recruiting; keen understanding of the tools, networks, systems, and data best practices to build a dynamic talent pipeline; proven track record of moving candidates from first outreach to successful hire
- Experience in designing and implementing quality hiring processes, particularly in quickly scaling organizations
- Experience in high-volume hiring situations where full-time, permanent, skilled hires were prioritized
- Comfort with applicant tracking systems
- A track record of prioritization and success in implementing DEI-related talent acquisition initiatives, as well as previous success partnering with staff members from diverse backgrounds with a spirit of equity and belonging
- An HR certificate or degree is not required, but a deep level of knowledge in talent acquisition and ability to provide counsel to the Director of People & Culture and hiring managers is
- Political or non-profit industry experience is not required, but a strong commitment to the Run for Something mission and a viewpoint on how to translate Talent Acquisition processes to a progressive, mission-based organization is
- Experience managing vendors or junior-level staff
- Strong communicator and relationship builder, particularly in a remote environment
- Demonstrated ability to work in and contribute to a diverse, equitable, and inclusive environment
- Ability to demonstrate Run for Something’s organizational values: Bold & Fearless; Open & Honest; Supportive & Respectful; Progressive & Diverse; Long-term & Strategic
- Ability to work independently for extended periods of time in a remote environment
- Experience building and managing recruitment budgets
- Experience utilizing recruitment and hiring data to drive changes and decision making related to recruitment and hiring processes
Run for Something is committed to building teams that reflect the diversity of our applicants, and to building equitable and inclusive environments that fully leverage the skills, potential, and unique perspectives of our employees. We strongly encourage applications from members of marginalized communities who have been disproportionately affected by lack of representation in elected office, including Black, Indigenous, and people of color, women, and the LGBTQIA+ and disabled communities. Learn more about our commitment here.
In order to prioritize the health and safety of our employees, all Run for Something employees are required to provide proof of COVID vaccination. Run for Something will discuss reasonable accommodations with employees who may be unable to receive a vaccine due to disability, the advice of a medical provider, or sincerely held religious beliefs.
Run for Something is (and always has been and will be) a remote office environment; you will collaborate with colleagues who are based across the United States. You should be prepared to either work from home or a location of your choosing.
When it is safe to do so, this position will require attendance at approximately 2 all-staff events per year, which may include overnight travel.
This position requires the ability to work core hours, Monday through Thursday.
Learn more about what it’s like to work at Run for Something at our Careers page.
Essential Physical Requirements
- As this is a remote position, the person in this position must be able to communicate with colleagues and partners via phone, including conference and video calls, as well as written communication such as Slack and email.
- The position requires the ability to work on a computer for all or part of the work day.
- The position requires the ability to attend events which may encompass all or part of the work day
- This position will include travel, as described above.
Compensation & Benefits
Salary for this position is set at $108,500. In order to counter pay inequality and uphold internal parity, salaries are non-negotiable for new and current employees. Run for Something salary bands for a given staff level are benchmarked to the 75th percentile for our sector, and all new employees are paid at the entry point of those bands. Employees then have the opportunity to progress through current salary bands through annual cost of living increases and performance-based pay increases, and into new salary bands through promotions.
Learn more about our compensation policy here.
Benefits at Run for Something include:
- Four Day Work Week (learn more here)
- Unlimited Paid Time Off policy Platinum Medical Insurance (100% of premium covered for employees; 50% of premium covered for dependents)
- Dental and Vision Insurance (99.9% of premium covered for both employees and dependents)
- Professional Development Stipend
- Treat Yourself Stipend ($500 a year to do something that brings you joy)
- Equipment Stipend
- Work from Home Stipend
- Cell Phone/Internet Stipend
- 12 weeks paid family leave
- Paid Sabbatical (after 3 years of service to RFS)
- ~ Four weeks in organization-wide holiday closures, including a two-week winter break
- Flexible, remote work environment
We will be reviewing applications on a rolling basis, with priority review given to earlier applications. The deadline for applications is August 14.
Learn more about our interview process here.
No phone calls, emails, or social media inquiries, please. Due to the volume of applications, we are unable to respond to individual inquiries. We know that applying to jobs is difficult, and we do our best to alert every applicant as to their status in the process. However, be aware that you may not receive a response from us until after the application deadline has passed.
This search is being led by NRG Consulting Group.