Lead Recruiter

American Real Estate Partners; McLean (VA); Hybrid; USD 90,000 - 130,000; Full time

Job summary

American Real Estate Partners (AREP) in the Greater Washington area seeks a Lead Recruiter to drive recruiting across Data Center, Office, Industrial, and Residential portfolios. You will own a full 360 recruitment desk from intake to offer, partnering with hiring managers to align plans with business goals.

The role reports to the VP of Human Resources and offers a hybrid schedule with headquarters in McLean, VA.

Qualifications

• 8+ years of experience in full-cycle recruitment, with 3+ years in Construction
• Experience recruiting for hyperscaler builds and/or mission-critical industries is encouraged
• Strong collaboration with hiring managers and senior leadership stakeholders

Responsibilities

• Lead full-cycle recruitment for all assigned requisitions from entry-level to senior leadership
• Partner with hiring managers to tailor recruitment plans to role and business goals
• Manage candidate relationships from first contact to offer acceptance
• Build and maintain a pipeline of qualified candidates for future openings
• Use data-driven metrics to improve time-to-fill and quality of hire
• Navigate a fast-paced environment and maintain clear priorities against changing requirements
• Ensure compliant hiring practices and data-driven decision making
• Collaborate with HR to align recruitment with broader organizational goals

Skills

360 desk management

Stakeholder engagement

Data-driven recruitment

ATS (Greenhouse)

LinkedIn Recruiter

Tools

Greenhouse

LinkedIn Recruiter

Job description

Headquartered in the Greater Washington area, American Real Estate Partners (AREP) is a US-based leading institutional fund manager and real estate partner with over $13 billion deployed across key U.S. markets. Specializing in data center, residential, industrial, and office assets, AREP has acquired more than 34 million square feet of Class A real estate and currently manages over 25 million square feet.

PowerHouse Data Centers, a wholly owned division of AREP, is a developer and owner of next-generation data centers and provides technical real estate solutions for hyperscalers across the country. Backed by strategic joint venture partnerships, PowerHouse leverages its proven leadership and best-in-class technical expertise to deliver innovative real estate solutions.

POSITION SUMMARY

The Lead Recruiter will be an integral part of AREP's continued growth. In this role will develop and execute recruiting strategies that support the Company’s current and future hiring needs across the Data Center, Office, Industrial, and Residential portfolios, while owning a true 360 recruiting desk for a wide range of positions, from entry-level to SVP. This position is responsible for owning an efficient and consistent talent acquisition process from start to finish, ensuring our teams are interviewing and hiring highly qualified candidates for all roles.

The Lead Recruiter reports to the Vice President of Human Resources and has a hybrid schedule, with the primary location being our headquarters in McLean, VA.

Primary Responsibilities

• Lead full-cycle recruitment for all assigned requisitions, ensuring timely placement of high-quality candidates from entry-level to senior leadership positions.
• Partner with hiring managers and department leaders to understand each role and ensure the recruitment plan aligns with nuances of the position and business goals.
• Manage candidate relationships throughout the hiring process, ensuring a seamless and engaging experience from first contact to offer acceptance.
• Proactively collaborate with Talent Sourcer and peers to build and maintain a pipeline of qualified candidates for future openings.
• Use data-driven insights to track key recruitment metrics (time-to-fill, time-to-proficiency, etc.), driving continuous improvement in recruitment strategies.
• Thrive in a fast-paced, ambiguous environment by setting clear priorities and delivering results despite shifting or unclear requirements.
• Align expectations with hiring managers and keep stakeholders informed of hiring status. Proactively identify and resolve bottlenecks.
• Ensure that all hiring practices are compliant and following industry best practices while reaching candidates from all backgrounds and ensuring a data-driven hiring process.
• Work closely with the HR team to align recruitment strategies with broader organizational goals and ensure smooth onboarding processes for new hires.
• Partner with VP of Human Resources on agency selection and other Talent initiatives.

Knowledge, Skills, and Abilities

• Proven ability to manage a complex 360 desk of 10+ open roles simultaneously, with a mix of entry-level through executive-level positions.
• Strong collaboration skills and experience working closely with hiring managers and senior leadership stakeholders.
• Demonstrated success in managing ambiguity and adapting to shifting business needs in a fast-paced environment.
• Excellent communication and interpersonal skills, with the ability to engage and influence stakeholders at all levels.
• Demonstrated ability to provide best-in-class candidate experience.
• Experience with recruitment tools and metrics, including ATS systems and platforms such as Greenhouse and LinkedIn Recruiter.

Minimum Qualifications

• 8+ years of experience in full-cycle recruitment, with 3+ years recruiting in the Construction industry.
• Strong understanding of skills required for various Data Center development and construction jobs.
• Candidates with experience recruiting for hyperscaler builds and/or mission-critical industries are strongly encouraged to apply.

AREP is an equal employment opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, age, national origin or ancestry, physical or mental disability, as well as any other category protected by applicable federal, state, or local laws.

If you require special accommodation, please email [e-mail].

AREP does not accept unsolicited resumes or identifiable candidate information from third-party recruiters. Any unsolicited information will not be considered for engagement purposes.