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Senior Director, Recruitment & Performance

Leaders at The Future Project identify problems, turn those problems into possibilities, and turn those possibilities into realities.  We have recently encountered a new problem.  The best practices in recruitment and career planning are now antiquated and many are outright counter to our core values. We have experienced steady growth in our team and it is becoming increasingly hard to maintain the frenetic pacing and reactionary response we have had to talent acquisition and performance evaluation. As a matter of fact, if we don’t do something now, we can risk losing our most valuable dreamers, and missing out on the extraordinary talent that could be helping us to build this future we want to see.  This isn't our problem alone; and we see a gap in the world of HR that could be filled with the right person at the helm.  

Would you be excited to dedicate at least two years of your life to solve our problem?

Designing, managing, and executing the outwardly-inspiring and internally-effective recruiting and performance assessment strategies for an organization that deems Love as its “big why” starting September 5th or sooner.

We believe that these characteristics would assist you in solving our problem:

  • You have a spidey-sense for top talent  
  • You know how much practice is required for the magic, and are dependable for generating ooohs, ahhhs, and I-can’t-believe-its
  • You build processes, systems and structures with values as design criteria
  • You strive for flawless and inspiring implementation
  • You can’t help but create and nurture relationships with random people
  • You crave opportunities to experiment and improve outcomes
  • You satiate your curiosity by uncovering underlying motivation and use data to verify your hypotheses

You’ll know you have outgrown the role once...

  • you have helped us get great people and let us know how they were doing once they joined the team,
  • you and other bosses have put your heads together and made our personal development goals and organizational goals reliant on one another,
  • you have ensured that our perks make people feel grateful to work at The Future Project,  
  • and, the job advertising you collaborated on got us published (it’s possible!).

Let’s say it’s a Tuesday -- between 9:30AM and 4PM you might have:

  • Produced a hilarious and compelling Instagram campaign for an open position
  • Worked on an alumni-focused recruitment strategy with TFP staff who were once in our school program
  • Made an offer that a candidate can’t refuse
  • Led a focus group with new hires to better understand their start-to-finish onboarding experience
  • Scoped a new role with a hiring manager
  • Crafted the language for work anniversary acknowledgments
  • Coached someone to remove subconscious barriers that are inhibiting their performance

You can’t build this alone.  You will need:

  • The Executive Dream Director, who believes that technological innovations, economic volatility, social justice reforms and spiritual evolution will require that work become passion-driven and purposeful.
  • The Director of People Relations, who is committed to helping people raise their frequency and improve how they relate to themselves and one another, especially at work where we spend the majority of our time
  • The Director of Future U, a newlywed, honors the power within people to grow, develop and become themselves more fully.
  • The Director of Experience, who lives to have each member of the team feel taken care of, acknowledged, and provided for, so that they can show up as their best selves at work and in the world.
  • The Senior Designer, who believes that design has unlimited potential in influencing how someone feels, what they think, what they want, how they improve their life, and how they experience a moment.
  • The Council of Yume, TFP’s executive team, which serves humanity by building a lasting institution that turns any possibility to which we commit into reality.
  • The People Team, that is housed under the Operations Department and -- in their first year as a unified front -- are telling anyone who will listen that a focus on your people is the future of work and the future is powered by possibility.

Hiring Process

  1. This application closes on August 4
  2. The Mission includes a self-assessment, references and a recruitment challenge
  3. Those who participate in our final phase of hiring for this position will be invited to an adventure on Friday, August 11 or Friday, September 8
  4. Start date as early as September 1 and as late as October 16

The Future Project is committed to a policy of Equal Employment Opportunity and will not discriminate against an applicant or employee on the basis of race, creed, religion, color, national origin, age, alienage or citizenship status, ancestry, marital or domestic partnership or civil union status, familial status, sex, pregnancy, or gender.

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