Our Client Success and Client Experience teams are the reason agents stay with Luxury Presence. Client Success Managers and Client Experience Specialists are the people our customers talk to every week, and we are hiring a lot of them in Scottsdale and Austin.
This is a junior recruiting seat and a real one. You will own hiring for those two teams: sourcing, screening, scheduling, and closing. You will run whole searches yourself, from kickoff through offer, with a hiring manager who will teach you the craft and expect you to pick it up quickly. Two teams and two clear candidate profiles means you get to go deep rather than spreading thin across the whole company.
If you want to learn full-cycle recruiting at a company hiring at pace, and you would rather be measured on real numbers than on effort, this is a strong place to start.
What You'll DoSourcingFind client-facing talent that does not come to us through inbound, using Boolean search, LinkedIn Recruiter, referrals, and local channels in Scottsdale and Austin.
Write outreach in your own voice, test what works, and keep the messages that earn replies.
Deliver 60 or more qualified sourced candidates a month into open reqs.
Run 15 to 20 candidate screens a week.
Screen against what each role actually requires. Work from the hiring manager's intake and the scorecard, know what good looks like before you take the first call, and be able to defend why someone made the slate.
Submit a first slate of 5 to 6 approved candidates within 10 business days of every intake.
Run full-cycle on Client Success and Client Experience openings, from kickoff through offer.
Close 5 to 6 of those reqs a month at or under a 30-day time to fill.
Support our senior client-facing searches with sourcing and screening.
Respond to every candidate within 24 hours and schedule the next step within 48 hours of a hiring manager decision.
Keep Lever current daily so anyone can see where a search stands.
Deliver a weekly pipeline snapshot to your hiring manager.
0 to 2 years in recruiting, sourcing, or recruiting coordination. We will look just as hard at people coming from sales development, client success, support, or hospitality who want to move into recruiting.
Comfort with high volume. You have held a role where the number of conversations you had each week was the point.
Clear, quick writing. You will send a lot of outreach and a lot of candidate updates.
Familiarity with an ATS or CRM. Lever experience helps and is not required.
No degree requirement.
Coachable. You take direct feedback, apply it the same week, and ask for help early instead of quietly stalling.
Organized. You keep 20 or more candidates in flight without dropping anyone, using a system rather than memory.
Warm and direct. Candidates remember how you treated them, including the ones who do not get an offer.
Curious about the craft. You want to get good at recruiting, not just get through the week.
Comfortable in a hybrid seat. This role is in office three days a week in Scottsdale or Austin.
Skills Required
- 0 to 2 years of recruiting, sourcing, or recruiting coordination experience
- High-volume conversation experience
- Clear, quick writing skills
- Familiarity with an ATS or CRM
- Ability to work in a hybrid role three days per week in Scottsdale or Austin
- Lever experience
- Experience in sales development, client success, support, or hospitality as a transition into recruiting
- College degree
What the Team is Saying
Luxury Presence Compensation & Benefits Highlights
-
Healthcare Strength — Comprehensive medical coverage with multiple plan options, HSA eligibility, and mental‑health resources (including app reimbursements) are repeatedly highlighted. Employer‑paid life and disability insurance further reinforce the core health and protection stack.
-
Leave & Time Off Breadth — Flex/Unlimited PTO is paired with paid holidays, sick time, bereavement leave, and paid volunteer days. This breadth signals an intent to support time away across a range of personal needs.
-
Parental & Family Support — Generous paid parental leave, family medical leave, and fertility benefits are emphasized. These offerings indicate inclusive support for caregivers across different family paths.
Luxury Presence Insights
What We Do
Luxury Presence is the leading growth platform for high-performing real estate agents, teams, and brokerages. The company provides agent-branded websites, advanced marketing tools, and AI CRM, the relationship engine powered by Presence AI that transforms an agent's sphere into a proactive source of new business. More than 18,000 real estate businesses rely on Luxury Presence to elevate their brand, attract clients, and grow their business, including 30%+ of the Wall Street Journal RealTrends top agents and teams. Founded in 2016 by CEO Malte Kramer, Luxury Presence has become the unified platform for modern agents, combining premium design, data-driven marketing, and intelligent AI systems that support every stage of the client relationship. Luxury Presence has raised $89M from notable investors including Bessemer Venture Partners, Switch Ventures, NextEquity, Toba Capital, Zillow Co-Founder Spencer Rascoff, real estate coach Tom Ferry, NBA Champion Dirk Nowitzki, and NFL Pro Larry Fitzgerald. The company has offices in Austin, Phoenix, Denver, and New York City.
Why Work With Us
At Luxury Presence, you join an exceptionally talented, low-ego team building the future of real estate. You’ll be pushed outside your comfort zone, gain career-defining experience, and have the freedom to experiment, innovate, and create meaningful impact—fast.
Gallery
Luxury Presence Offices
Hybrid Workspace
Employees engage in a combination of remote and on-site work.
We design our work modalities around how each role functions best, with in-person, hybrid, and fully remote teams across the company.
