Community Recruiting and Talent Acquisition Specialist

October 20, 2026
Greenwood Village, CO, US
$75,000 – $90,000/yr
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Compensation: $75,000–$90,000 per year, with potential bonus

Employment Type: Full-Time

About the Role

At Floyd's 99 Barbershop, great people are the foundation of our success. We're looking for a driven, energetic, and community-minded Community Recruiting & Talent Acquisition Specialist who knows that finding great talent takes more than posting jobs and waiting for applications to come in.

This is a high-velocity, hands-on recruiting role focused on proactively identifying, engaging, and hiring talented, licensed barbers and hairstylists across our shops. The right person is a natural networker, a creative problem-solver, and a relentless relationship-builder who is comfortable rolling up their sleeves, getting out into the community, and finding talent where it lives, works, learns, and connects.

You'll build relationships with barbering and cosmetology schools, attend career fairs and community events, develop local talent networks, and create new opportunities to introduce people to the Floyd's brand. You'll work closely with Shop Leaders, District Leaders, and the HR team to understand hiring needs, generate a consistent flow of qualified candidates, and keep the recruiting process moving quickly from initial outreach to hire.

This role is ideal for someone who thrives in a fast-paced environment, enjoys being out in the field as much as working behind a computer, and takes ownership of hiring results. We're looking for someone who brings urgency, creativity, persistence, and positive energy to work every day.

The mission is simple: build our talent pipeline, strengthen our community connections, and help Floyd's shops stay staffed with exceptional people.

Key Responsibilities

Grassroots Recruiting & Community Engagement

  • Proactively source licensed barbers and hairstylists through direct outreach, networking, referrals, social media, and community connections.
  • Build and maintain strong relationships with barbering and cosmetology schools, instructors, students, alumni, and career placement teams.
  • Represent Floyd's 99 Barbershop at career fairs, school events, industry gatherings, community events, and other local recruiting opportunities.
  • Develop creative, grassroots recruiting strategies tailored to the hiring needs and talent markets of individual shops.
  • Establish relationships with local industry professionals, community organizations, training programs, and other talent sources to expand our reach.
  • Identify opportunities to increase brand awareness and position Floyd's as an employer of choice for talented barbers and stylists.
  • Activate employee referrals and encourage Shop Leaders and District Leaders to leverage their own networks to attract qualified candidates.
  • Maintain an active presence in relevant online communities and social platforms to engage prospective candidates and build talent pipelines.

High-Velocity Recruiting & Talent Pipeline Development

  • Own proactive recruiting efforts for assigned markets and locations, maintaining a consistent pipeline of qualified candidates.
  • Move quickly from sourcing and initial engagement to screening, interviews, and hiring decisions.
  • Conduct candidate outreach and follow-up with urgency, professionalism, and persistence to minimize delays and candidate drop-off.
  • Build and maintain relationships with both active job seekers and passive candidates who may be interested in future opportunities.
  • Partner with Shop Leaders and District Leaders to understand immediate staffing needs, hiring priorities, and candidate requirements.
  • Develop targeted recruiting plans for hard-to-fill positions, high-priority shops, and markets with ongoing staffing challenges.
  • Track recruiting activity, candidate pipelines, interview progress, and hiring outcomes to identify opportunities and address roadblocks.
  • Maintain regular communication with candidates throughout the process, ensuring a responsive, engaging, and positive candidate experience.
  • Help convert interested candidates into applicants and applicants into successful hires through consistent follow-up and relationship management.

Hiring Partnership & Accountability

  • Partner with Shop Leaders and District Leaders to establish clear hiring priorities, timelines, and expectations.
  • Maintain regular communication with hiring leaders regarding candidate activity, open positions, recruiting progress, and barriers to hiring.
  • Encourage timely interview scheduling, candidate feedback, and hiring decisions to keep the process moving.
  • Hold recruiting partners accountable for agreed-upon follow-up and hiring actions while maintaining a collaborative, solutions-oriented approach.
  • Identify opportunities to improve the candidate experience and strengthen hiring outcomes across Floyd's locations.
  • Support interview coordination, candidate screening, and onboarding handoffs as needed to ensure a smooth transition from recruiting to employment.

Recruiting Strategy, Reporting & Continuous Improvement

  • Monitor recruiting activity and results, including candidate outreach, pipeline development, interviews, hires, and source effectiveness.
  • Use recruiting data and feedback from the field to identify successful strategies and opportunities for improvement.
  • Evaluate the effectiveness of recruiting channels, community partnerships, referral initiatives, and outreach campaigns.
  • Recommend and implement practical improvements that increase recruiting speed, candidate engagement, and hiring results.
  • Maintain accurate candidate records, recruiting systems, and activity tracking to support visibility and accountability.
  • Share successful grassroots recruiting practices and help scale effective strategies across locations.

What Success Looks Like

  • A consistent, active pipeline of qualified barbers and hairstylists.
  • Faster candidate engagement, interview scheduling, and hiring decisions.
  • Stronger relationships with barbering and cosmetology schools and local talent communities.
  • Increased candidate flow through referrals, networking, and grassroots recruiting.
  • Improved hiring results in high-priority and hard-to-fill locations.
  • Strong partnerships with Shop Leaders and District Leaders.
  • A recognizable and positive Floyd's presence within local barbering and cosmetology communities.

The Ideal Candidate

You are a proactive recruiter who enjoys the hunt for great talent and understands that successful recruiting is built on relationships, persistence, and execution. You are comfortable initiating conversations, asking for referrals, building partnerships, and trying new approaches to reach people others may overlook.

You bring a strong sense of urgency, take ownership of your results, and can balance relationship-building with the pace and accountability required in a high-volume recruiting environment.You are equally comfortable networking at a local barber school, connecting with a prospective candidate online, visiting a shop to understand its staffing needs, or reviewing recruiting metrics to determine what is working.

Most importantly, you believe great recruiting is about more than filling open positions. It is about connecting talented people with the right opportunities and building stronger teams and communities.

Qualifications

  • Experience in recruiting, talent acquisition, sales, business development, community outreach, or a similar relationship-driven role.
  • Demonstrated ability to proactively source candidates, build relationships, and generate interest in employment opportunities.
  • Strong communication, networking, persuasion, and follow-up skills.
  • Comfortable conducting outreach by phone, text, email, social media, and in-person interactions.
  • Ability to manage multiple openings, candidate pipelines, and competing priorities in a fast-paced environment.
  • Organized and results-oriented, with the ability to track activity and use data to guide recruiting decisions.
  • Comfortable working independently, taking initiative, and adapting strategies to meet hiring needs.
  • Willingness to travel locally and regionally to support shops, attend recruiting events, and develop community partnerships as needed.
  • Proficiency with recruiting systems, applicant tracking systems, Microsoft Office, and social recruiting tools, or the ability to learn new technology quickly.

Preferred Qualifications

  • Experience recruiting in the barbering, cosmetology, beauty, personal services, retail, or hospitality industries.
  • Existing relationships with barbering or cosmetology schools, industry professionals, or local talent communities.
  • Experience with high-volume recruiting, direct sourcing, referral programs, or grassroots talent acquisition.
  • A track record of meeting recruiting, sales, outreach, or other measurable performance goals.

Why Floyd's 99 Barbershop?

At Floyd's, we believe in People First, Peak Performance, Always Improving, and Positive Vibes. We value people who bring energy, creativity, and accountability to their work and who are excited to make a meaningful impact.If you're a relationship-builder who loves connecting people with opportunities, thrives on results, and wants to help grow teams across Floyd's 99 Barbershop, we want to hear from you.