Viva is a network of affordable housing that offers families a set of benefits, including access to health, education, and financial resources. As one example, Viva offers families access to FREE cash - worth more than $5,000 - to help accelerate the transition to homeownership. We are creating equity for all through housing.

Recruiter – Community Success Managers (CSMs)

Company Context

Viva is growing quickly. Our Sales function is performing exceptionally well, driving demand for our Community Success (CS) services across U.S. markets. These services—delivered by Community Success Managers (CSMs)—sit at the intersection of social work, public health, and resident engagement, and are core to the outcomes we deliver for residents and property partners.

This success has created a new operational challenge: fulfilling 10+ CSM openings across U.S. markets on short timelines (30–45 days).

To meet this moment, we are creating a new, specialized role focused entirely on high-volume, high-quality CSM talent sourcing.

Role Overview

The Recruiter – Community Success Managers (CSMs) is responsible for generating hundreds of role-aligned candidate leads per week to support rapid, multi-market hiring.

This is not a traditional recruiter role.

It blends:

• The volume, urgency, and outbound rigor of sales
• The systems discipline of CRM-driven pipelines
• The credibility and fluency of public health / social work ecosystems

Success in this role directly enables Viva to:

• Scale our most popular service tier
• Maintain quality and mission alignment
• Enter new markets faster with confidence

Core Goal

Generate hundreds of high-quality, role-aligned CSM hiring leads per week

to consistently support 10+ concurrent openings across U.S. markets

Key Responsibilities

1. High-Volume Candidate Sourcing

• Proactively source large volumes of qualified CSM candidates across U.S. markets
• Build and maintain robust candidate pipelines for current and future openings
• Leverage non-traditional sourcing techniques to reach candidates beyond job boards

2. Outbound Engagement

• Conduct direct outreach via phone calls, text messages, email, and social platforms
• Engage candidates with urgency, clarity, and respect
• Prioritize response rates and conversations, not passive posting

3. Ecosystem & Network Development

• Build relationships with:
  • Public health programs
  • Social work degree programs
  • Professional associations
  • Public, nonprofit, and private organizations employing similar roles
• Develop repeatable sourcing channels from these ecosystems

4. CRM & Pipeline Management (HubSpot)

• Track all candidates and outreach activity in HubSpot CRM
• Maintain clean, structured pipelines and accurate candidate stages
• Collaborate closely with CS leadership to align sourcing with hiring needs

5. Screening & Qualification Support

• Conduct initial qualification conversations to assess:
  • Role alignment
  • Communication skills
  • Demographic/Market alignment
  • Mission alignment
• Support assessment of bilingual Spanish proficiency where applicable
• Help refine screening criteria and sourcing strategies over time

Ideal Candidate Profile

Required / Strongly Preferred

• Experience in outbound sales or high-volume recruiting
• Comfort generating hundreds of leads per week
• Hands-on experience using HubSpot CRM
• Willingness to call and text, not just email
• Strong organizational and follow-through skills

Highly Valuable

• Background, training, or professional experience in:
• Public health
• Social work
• Community-based services
• Ability to “walk the walk and talk the talk” with candidates

Preferred (But Not Required)

• Bilingual (English / Spanish) fluency
• Experience assessing or validating bilingual proficiency
• Familiarity with nonprofit, government, or public-sector hiring environments

What Success Looks Like (First 90 Days)

• Consistently generating hundreds of role-aligned candidate leads per week
• Building market-specific pipelines for priority regions
• Reducing time-to-fill pressure on Community Success leadership
• Establishing repeatable, scalable sourcing methods
• Becoming the internal owner of CSM talent supply