Sr. Manager, Recruiting & Training

This position owns how Clean Team hires, trains and keeps its people. It sets the company's hiring best practices, develops the Staffing Coordinators who run day-to-day recruiting, recruits general managers and corporate staff, owns the training plan, and runs employee surveys to understand why people stay or leave. In janitorial work, turnover and open shifts hit customers directly. This leader's job is to shorten time-to-fill, raise 90-day retention, put strong leaders in every GM and corporate seat, and make sure every new cleaner arrives on site trained and ready.

Main Accountabilities

Staffing Coordinator development: lead, coach and develop the Staffing Coordinators.

Hiring best practices: own the documented hiring process and make sure every market follows it.

Employee surveys: run employee surveys and act on what they show.

GM and corporate recruiting: recruit for general manager and corporate roles.

Own training plan: build and own the company's training plan, from onboarding through ongoing development.

Staffing Coordinator development

• →Coach and develop the Staffing Coordinators so every market recruits to the same standard.
• →Train coordinators on the hiring process, interviewing and the applicant tracking system.
• →Help each coordinator set rocks and measurables, and review progress with them regularly.
• →Balance coordinator workload across markets as hiring demand shifts.

Hiring best practices

• →Build and document Clean Team's hiring process: job postings, screening, interviews, reference and background checks, offers.
• →Create interview guides and scorecards tied to Clean Team's core values.
• →Choose and manage job boards, referral programs, staffing partners and community sources.
• →Plan hiring ahead of new contracts and seasonal demand, working with operations managers and general managers.
• →Keep hiring practices compliant with employment law, I-9/E-Verify and background-check rules.

Employee surveys

• →Design and run regular employee surveys, including new-hire and exit surveys.
• →Share results with leadership and general managers, and bring issues to the L10.
• →Turn survey findings into action plans that improve retention, and track whether they work.

GM and corporate recruiting

• →Lead recruiting for general manager and corporate positions, from posting through offer.
• →Work with the COO and hiring managers to define each seat and screen candidates for core values and GWC.
• →Build a bench of leadership candidates so key seats can be filled quickly.

Training plan

• →Own Clean Team's training plan: new-hire orientation, cleaning methods, chemical and equipment safety (OSHA, SDS) and customer expectations.
• →Make sure every new cleaner completes onboarding training before their first shift.
• →Train supervisors and site leads to deliver on-the-job training consistently.
• →Develop a path for frontline staff to grow into lead and supervisor roles.

Data and reporting

• →Report recruiting, training and survey measurables weekly in the L10.
• →Analyze turnover by market, site and reason, using survey results to find and fix the causes.
• →Manage the applicant tracking system and training records.

Required

• 5+ years in recruiting, talent acquisition or training, with 2+ years leading or coaching a team.
• High-volume hourly hiring experience, ideally in janitorial, facility services, hospitality, staffing or another multi-site service business.
• Experience recruiting for management and corporate roles, such as general managers.
• Track record of cutting time-to-fill and improving retention, with numbers to show it.
• Experience building training programs for frontline employees.
• Experience running employee surveys and turning the results into action.
• Working knowledge of hiring compliance (I-9, background checks, EEO).
• Comfortable with applicant tracking systems, spreadsheets and reporting.
• Valid driver's license and ability to travel between markets.

Preferred

• Experience working in an EOS company.
• Bilingual English/Spanish.
• SHRM-CP, PHR or a training/development certification.

The right person for this seat must:

• Get it: understand that in janitorial services, a missed hire means a missed shift and an unhappy customer.
• Want it: be energized by building a team and a repeatable hiring machine, not just filling requisitions.
• Have the capacity: have the time, skill and judgment to develop coordinators across multiple markets while recruiting leaders and running the training plan.

Core Values

• Cares: We are committed to exceeding our customers' expectations.
• Growth: Aggressively grow revenue and create opportunities.
• Accountability: We are accountable for our job responsibilities and hold our direct reports accountable for theirs.
• Friendly: Greeting others with a welcoming smile and genuine interest in their well-being, making people feel comfortable and valued in their presence.
• Good Communicator: Clear, concise, honest, timely, we listen first and always follow up.
• Customer Service: We respond immediately to customer requests and provide solutions. We never get defensive.
• Professional: Well-groomed personal hygiene, attire that is appropriate for the specific workplace or occasion, using appropriate language and tone, and actively listening to others.