Grand Sierra Resort is the leading resort, hotel, entertainment, and meeting and convention space in Reno-Tahoe. With nearly 2,000 hotel rooms and over 200,000 square feet of meeting and convention space we offer the area’s most complete resort destination. The property offers a wide variety of accommodations for the everyday business traveler to the complete family vacation with amenities and unique venues that include 11 restaurants (such as Charlie Palmer Steak) retail shopping, headliner entertainment, a 2-screen movie theater, a 50-lane championship bowling center, outdoor thrill rides, aqua golf driving range and more. Reno-Tahoe has favorable weather year-round and more than 300 days of sunshine. Let us show you why we are the destination for exciting vacations and unconventional meetings.

Industry: Hospitality
Company Size: 1,001-5,000 employees

Grand Sierra Resort

Savvy Admin PROD

**Summary**

Grand Sierra Resort & Casino is seeking an experienced and dynamic Recruiting Manager to lead talent acquisition efforts across all areas of the resort and casino, from entry-level roles to executive positions. This role requires initiative, exceptional guest service, and a professional, outgoing presence. The ideal candidate will be results-driven, committed to matching top talent with the positions best suited to their skills and experience, and capable of representing the Company effectively at job fairs and community outreach events. The Recruiting Manager must also communicate effectively with all levels of management while fostering a positive and energetic work environment.

**Essential Duties And Responsibilities**

~~Primary duties and responsibilities include, but are not limited to, the following:~~

Serve as the primary Company representative at community outreach events, including job fairs, workforce development programs, and partnership initiatives with local organizations.

Maintain strategic relationships with community partners, educational institutions, and workforce agencies to enhance recruitment pipelines.

Monitor and analyze the effectiveness of community outreach initiatives, leveraging data to measure impact.

Regularly update/contact community outreach recruitment sources for workforce programs and open positions at the Company.

Monitor, update and manage all job postings, the job screening process, and ensure the efficient flow of applicants through the approval, hiring and onboarding process.

Ensure effective communication between the Recruiting Team and department hiring managers.

Conduct regular local wage and labor market comparisons.

Ensure internal transfer requests are handled in accordance with Company policy, and all approvals are properly obtained.

Create and manage job postings on our third-party recruitment and social media sites while ensuring job descriptions are up to date and accurate.

Keep job descriptions up to date and ensure accuracy of the job duties, ensuring the Vice President of Human Resources approves all final version.

Create reports that measure the effectiveness of the Company’s recruitment efforts: time to hire, time to fill, effective applicant sources, applicant conversion rates, etc.

Regularly check email, third party recruitment messages, voicemails, and text messages to respond to inquiries from candidates, hiring managers, and community partners in a timely manner.

Oversee the Company’s annual J-1 programs including maintaining relationships with J-1 agencies, interviewing students, and coordinating J-1 FTE requirements with departments and agencies; ensure J-1 program is complaint with the U.S. Department of State federal regulations.

Provide leadership to direct reports, including Recruiting Coordinators and HR Front Desk staff, by communicating effectively, offering mentorship and guidance, and supporting their ongoing professional development.

Create marketing materials as needed and/or place orders with the marketing department for promotional recruitment needs.

Attend and participate in meetings in order to be informed of new rules, new promotions and casino events, regulations and procedures, and to discuss scheduling and/or other concerns of the Company and/or department.

Demonstrate a high level of integrity and maintain strict confidentiality.

Any other duties assigned, within the scope of this job description.

**Knowledge/Skills/Abilities**

Must be personable and display exemplary guest service skills.

Excellent communication skills both written and oral; able to professionally speak in front of groups and represent the Company well in the community.

Must possess interpersonal skills to deal effectively with business contacts and Team Members at all levels of the company.

Ability to maintain composure in high pressure situations.

Must be proficient in Microsoft Office Products including Outlook, Word, PowerPoint & Excel.

Possess a strong attention to detail, organization, and presentation skills.

Effectively present information and respond to questions from groups of managers, staff, guests, and general public.

Ability to work with interruptions and to perform multiple tasks while remaining collected in high pressure situations.

Excellent time management and prioritization skills.

Ability of simple reading, writing, math, and complex task completion skills is required.

Must have the following skills: clerical, compiling, analyzing, precision working, following instructions, memorization, problem solving, independent thinking and judgement.

**Ability To Speak Spanish Preferred But Not Required.**

Flexible to work all shifts including holidays, nights, and weekend hours as business needs dictate.

Must be 21 years of age

**EDUCATION And/or EXPERIENCE**

High School diploma required; bachelor’s degree preferred.

**Previous Casino/hotel Industry Experience Preferred.**

Minimum 4 years’ recruiting experience is required, or any combination of education, training, or experience that provides the required knowledge, skills, and abilities.

**CERTIFICATES AND LICENSES**

Must obtain and maintain appropriate licensing with the Nevada Gaming Control Board.

Driver’s License and MVR within Company’s insurance requirements.

**PHYSICAL DEMANDS**

While performing the duties of this job, the team member is constantly sitting and occasionally standing, walking, reaching overhead, and bending over during the duration of their shift.

Must be able to lift/carry 10lbs or less.

The team member will constantly have repetitive use of both hands and require frequent light grasping motions and occasional firm/strong grasping motions. Finger dexterity of both hands will be constantly required.

Constant use of vision abilities is required including distance, depth perception, field of vision, and color vision.

The physical demands described here are representative of those that must be met by a Team Member to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

**WORK ENVIRONMENT**

Work performed consistently indoors alone, occasionally outdoors, and frequently with and around others. Team Member will perform work face-to-face including verbal contact with others around computer equipment and other electrical devices.

The noise level in the work environment is usually moderate, but can be loud at times.

Team Member may be exposed to odor and/or secondhand smoke.

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Recruiting Manager

Hinge is the dating app designed to be deleted. In today’s digital world, singles are so focused on sending likes and looking through profiles that they’re not actually building meaningful connections and going on dates. Hinge is on a mission to change that by designing the most effective app experience. On Hinge, there are no rules, timers, or games. Instead, you’ll have unique conversations over the text, photos, and audio you’ve shared on your profile. And it’s resonating with daters. Hinge was the fastest-growing dating app in the US, UK, Canada and Australia in 2019 and 2020.

Industry: Software Development
Company Size: 51-200 employees

Hinge

**Hinge is the dating app designed to be deleted **

In today's digital world, finding genuine relationships is tougher than ever. At Hinge, we’re on a mission to inspire intimate connection to create a less lonely world. We’re obsessed with understanding our users’ behaviors to help them find love, and our success is defined by one simple metric– setting up great dates. With millions of users across the globe, we’ve become the most trusted way to find a relationship, for all.

**About the Role **

We are seeking a Director, Talent Acquisition to lead the Talent Acquisition organization and serve as a strategic advisor to senior leadership. This role owns talent acquisition strategy and outcomes across the company, shapes long-range workforce planning, and ensures hiring strategies materially support business growth and capability needs. The Director operates with a thoughtful, data-driven approach to enterprise hiring strategy, workforce planning, and TA operations, balancing urgency with long-term business impact.

The Director owns capacity planning, headcount forecasting, and TA resource allocation in close partnership with Finance and People leadership. This role sets scalable recruiting standards and operating models, ensures strong offer governance and market alignment, and strengthens Hinge’s ability to attract, assess, and hire top talent in a competitive market.

**Responsibilities ****Leadership & Team Management **

- Lead, mentor, and develop TA leaders and senior individual contributors, fostering an inclusive, high-performance culture

- Own organizational workforce and capacity planning to ensure scalable coverage aligned to business priorities

- Set performance standards, accountability frameworks, and leadership norms across the TA organization

- Provide ongoing coaching and feedback to support leader development, succession planning, and organizational health

**Strategic Talent Acquisition **

- Own and shape talent acquisition strategy in partnership with executives and senior leaders, translating business strategy into long-range workforce and hiring plans

- Build and evolve enterprise hiring strategies that balance speed, quality, cost, and long-term capability

- Provide strategic leadership for complex, high-priority, or business-critical searches, removing obstacles and guiding decision-making

- Define and evolve build-vs-buy and internal-vs-external talent strategies to support sustainable growth

- Partner closely with HRBPs and People leadership to align TA strategy with people plans, enable workforce planning and internal mobility, and ensure a smooth candidate-to-employee transition

- Serve as a trusted advisor to leaders on talent tradeoffs, market constraints, and organizational design considerations

- Enable and govern internal mobility to support retention, engagement, and capability development

**Recruiting Operations & Process Excellence **

- Own the TA operating model, governance, and standards to ensure efficiency, quality, and scalability across the organization

- Ensure consistent, high-quality recruiting execution from intake and sourcing through assessment, offer, and close

- Be accountable for offer strategy, leveling consistency, and compensation governance, partnering closely with Compensation, Finance, and Legal

- Establish and scale best practices that support both speed and quality while managing risk

- Ensure recruiting practices align with legal and regulatory requirements

- Strengthen referral strategy and performance through cross-functional partnership and organizational engagement

**Data, Insights & Forecasting **

- Own TA forecasting, scenario planning, and executive reporting to inform business decisions and priorities

- Establish success metrics tied to business impact, risk mitigation, and long-term capability

- Monitor recruiting performance and trends, identifying opportunities to improve outcomes and efficiency

- Use market intelligence to advise leaders on hiring challenges, competitive dynamics, and talent availability

**TA Tools, Systems & Technology **

- Set strategic direction for the TA technology ecosystem to support scale, data integrity, and strong decision-making

- Partner with TA Operations and internal systems teams to drive adoption, consistent workflows, and high-quality reporting

**Employer Branding **

- Partner with Employer Brand and Marketing teams to strengthen Hinge’s talent market positioning and ensure consistent, authentic messaging across channels

**Stakeholder Management & Communication **

- Serve as a trusted advisor to executives and senior leaders, proactively surfacing risks, insights, and recommendations

- Lead TA-related change management initiatives, ensuring clarity, alignment, and effective adoption across teams

**What We're Looking For **

- 10+ years of experience in Talent Acquisition, including enterprise or multi-functional scope

- 5+ years of people leadership experience, including leading leaders or managing managers

- Proven ability to operate as a strategic partner to executive leadership

- Demonstrated success in workforce planning, forecasting, and data-driven decision-making

- Strong track record of building scalable TA organizations and driving operational excellence

- Deep understanding of competitive talent markets, especially within consumer tech

- High judgment, strong executive presence, and comfort navigating ambiguity and tradeoffs

- Strong emotional intelligence—empathetic listener who builds psychological safety and coaches others through change.

- Excellent communication skills, with the ability to influence executives and cross-functional partners

**As a member of our team, you’ll enjoy: **

**401(k) Matching: ** We match 100% of the first 10% of pre-tax 401(k) contributions you make, up to a maximum of $10,000 per year.

**Professional Growth: **Get an annual Learning & Development stipend once you’ve been with us for three months. You also get free access to Udemy, an online learning and teaching marketplace with over 6000 courses, starting your first day.

**Parental Leave & Planning: ** When you become a new parent, you’re eligible for 100% paid parental leave (20 paid weeks for both birth and non-birth parents.)

**Fertility Support: ** You’ll get easy access to fertility care through Carrot, from basic treatments to fertility preservation. We also provide a stipend towards fertility preservation. You and your spouse/domestic partner are both eligible.

**Date Stipend: ** All Hinge employees receive a $100 monthly stipend for epic dates– Romantic or otherwise. Hinge Premium is also free for employees and their loved ones.

**ERGs: ** We have eight Employee Resource Groups (ERGs)—Asian, Unapologetic, Disability, LGBTQIA+, Raices, Women/Nonbinary, Parents —that hold regular meetings, host events, and provide dedicated support to the organization & its community.

**At Hinge, our core values are… **

**Authenticity: ** We share, never hide, our words, actions and intentions.

**Courage: ** We embrace lofty goals and tough challenges.

**Empathy: ** We deeply consider the perspective of others.

**Diversity inspires innovation **

Hinge is an equal-opportunity employer. We value diversity at our company and do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status. We believe success is created by a diverse workforce of individuals with different ideas, strengths, interests, and cultural backgrounds.

~~**If you require reasonable accommodation to complete a job application, pre-employment testing, or a job interview or to otherwise participate in the hiring process, please let your Talent Acquisition partner know. ** ~~

~~#Hinge ~~

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Factors such as scope and responsibilities of the position, candidate's work experience, education/training, job-related skills, internal peer equity, as well as market and business considerations may influence base pay offered. This salary range is reflective of a position based in New York City. This salary will be subject to a geographic adjustment (according to a specific city and state), if an authorization is granted to work outside of the location listed in this posting.

Director, Talent Acquisition

At Clients Blackbox, we specialize in building scalable, predictable growth systems for retirement planning RIAs. Our exclusive Performance Branding System helps firms acquire $1.5M AUM clients for just $8,700 CAC—an industry-leading 60% improvement over the $20,000 average.

With over $10M invested and 3,000+ tests conducted exclusively for retirement-focused RIAs, we’ve perfected a system that delivers compliance-ready, high-quality leads your advisors will love. From 90-second video ads to Typeform qualification and seamless Calendly scheduling, our proven funnel delivers results consistently.

✨ What We Do:
📈 Develop compliant, retirement-specific campaigns tailored to your firm.
🎯 Optimize ad spend with precise targeting and data-driven insights.
💻 Provide unlimited IT support for tools like Calendly, Zoom, and Salesforce.
📊 Aggregate industry-wide data to keep your firm ahead of the curve.
🤝 Deliver founder-led, boutique care with senior-level oversight on all campaigns.

✨ Why Work With Us?
💰 Clients achieve $4.5M–$6M AUM monthly from 3–4 new clients.
📊 Each $1.5M client delivers an 86:1 ROI ratio (LTV-to-CAC) with $750k lifetime value.
🚀 Unlike generalist agencies, we exclusively serve retirement-focused RIAs for unparalleled expertise.

At Clients Blackbox, you’re not just another number. We combine the agility of a boutique firm with enterprise-level execution, ensuring every dollar of ad spend is maximized.

📩 Ready to scale your AUM predictably? Let’s talk about how we can help.

Industry: Advertising Services
Company Size: 2-10 employees

Clients Blackbox, Inc.

Location: Remote - US only

Compensation: $65-85K base + bonus per successful hire

We're a remote-first marketing agency growing quickly and we need a Talent Acquisition Manager to own our entire hiring engine. You'll be the first full-time recruiter on the team, reporting directly to the founder, and your work will directly determine how fast we can grow.

This is a high-ownership role. You'll source, screen, and shortlist candidates across marketing, sales, creative, and operations roles - and you'll build a pipeline so we're never hiring reactively.

**What You'll Own -**

- Full-cycle recruiting for 8-12 roles per year across paid media, video editing, account management, sales, and operations

- Sourcing across LinkedIn Recruiter, Wellfound, Indeed, and niche agency communities

- First-round screening calls and written candidate assessments

- Interview loop coordination, reference checks, and offer logistics

- Building and maintaining a bench of pre-qualified candidates

- Tracking and reporting on time-to-fill, sourcing channel ROI, offer-accept rate, and 90-day retention

**Requirements**

- 3+ years of full-cycle recruiting experience, ideally at a marketing agency, SaaS company, or remote-first business

- A track record of filling roles in under 30 days

- Strong written communication - async-first culture

- Comfort owning both high-volume sourcing AND high-judgment screening

- US-based with availability during 9am-5pm CT core hours

**Benefits**

- Paid Time Off (Vacation, Sick & Public Holidays)

- Training & Development

- Work From Home

- Flexible Schedule

- Performance Bonus

Senior Recruiter

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