We're building the largest portfolio of affordable housing in the heart of America, join us!
SFR3 is a boutique real estate investment fund acquiring $2B+ in affordable single-family homes by 2024. The Fund renovates distressed homes, using software-driven operations to run many tertiary markets concurrently.
We’ve turned thousands of distressed homes from Cincinnati to Columbia into newly renovated, affordable rentals. We’re just getting started – want to join the teams behind all the hard work?
Our first fund owns 9,500+ homes in 19 states.
Recruiter: Skilled Trades & Maintenance (High-Volume)
American Avenue Property Management | Remote | Full-Time (W2)
We're building and servicing the largest portfolio of quality housing in the heart of America. We need YOU to make it happen.
About American Avenue Property Management
American Avenue Property Management (AAPM) is a software-driven operator of affordable single-family rentals, managing 10,000+ homes across 20+ U.S. markets. Our Property Engineers (PEs) are the maintenance technicians who inspect, repair, and turn our homes, and they are the face of our company to residents. We're growing fast, and hiring great PEs is the biggest lever we have on resident experience and operating performance.
The Role
We're looking for a high-volume recruiter who owns the full hiring cycle for skilled-trades and maintenance roles. Most of your volume will be Property Engineer roles (turn techs, general maintenance, HVAC, and plumbing). You'll also have the opportunity to source and close senior leadership roles in construction (Owner's Representatives, General Managers, and VPs of Construction), along with occasional property management and other as-needed roles (such as product) as the business grows. You'll source, screen, and close candidates and drive them through our process: scheduling interviews, working with hiring managers, and getting offers accepted and people started.
This is a results-driven seat. You'll be measured on outcomes, not activity, and you'll have the tools, data, and support to hit them.
What You'll Do
- Own full-lifecycle recruiting for maintenance and trades roles from intake to start date
- Build and run pipelines through job boards (Indeed and others), referrals, trade networks, social media, and direct outreach, including candidates with little online presence
- Screen candidates against role requirements: trade skills, own tools, a truck or van, a valid driver's license, and a clean background screen
- Schedule and coordinate interviews, keep hiring managers aligned, and close candidates quickly
- Keep our ATS and reporting accurate and current
- Partner with HR and operations on req prioritization, market-by-market hiring plans, and pay competitiveness
- Spot patterns in funnel and early-tenure data and recommend changes to sourcing, screening, and process
- Follow our hiring, background check, and equal-opportunity standards on every candidate
How Success Is Measured
You'll be held to core metrics reviewed on a regular cadence:
Metric
Target
Starts per month
10+ (senior leadership placements tracked separately)
Time to fill
35 days or less
First-90-day retention (F90) of hires you place
75%
Funnel conversion (applicant screen interview offer accept start)
Tracked and reviewed monthly
Hiring manager satisfaction and req ownership
Tracked and reviewed regularly
What You Bring
- 3+ years of full-lifecycle recruiting experience with a track record of high-volume hiring
- Experience recruiting maintenance technicians, skilled trades, or construction roles at scale
- Single-family rental, property management, or residential services experience strongly preferred
- Experience recruiting senior leadership roles (Owner's Reps, General Managers, VP-level) in construction or real estate is a plus, as is comfort recruiting across functions as needs arise
- A history of hitting hiring-volume and quality-of-hire targets, and the numbers to prove it
- Comfort with cold outreach, fast-paced screening, and closing candidates
- Experience with an ATS and Indeed; familiarity with Rippling a plus
- Strong communication skills with candidates and hiring managers
- Data fluency: you know your funnel numbers and use them to improve
- Bonus: experience with recruiting automation or AI-assisted sourcing and screening
Compensation & Benefits
- Base salary: $60,000 - $75,000, depending on experience
- Monthly performance bonus tied to output: starts and first-90-day retention of the hires you place, with no cap
- On-target earnings of up to $100,000 for a top performer
- Senior leadership placements carry additional bonus opportunity
- PTO, health and dental, 401(k), and more
- Remote work, with tools and technology provided
- Clear growth path as the company and recruiting team scale