Senior Recruiter

About The Company

Industrious is at an important inflection point in its growth. As the largest premium workplace provider, we recently became an independent business unit of CBRE—the world’s largest real estate company. This partnership is a massive catalyst as we continue to grow our network of 250+ locations globally.

While we expand globally, our mission remains personal:
to make work feel human. We believe a great day at work is defined by the people on your team and the problems you solve together We’re looking for collaborative thinkers to help us nurture our #so industrious team and have a meaningful impact on the workplace experience.

At Industrious, we value people who bring their authentic selves to work and believe diverse perspectives make us stronger. We embrace individuality and quirkiness, knowing we accomplish great things when we work together as one team.

Hi, I’m Chris. I lead Talent Acquisition at Industrious, and I’m excited to hire a Senior Recruiter to join our team. I’ve spent 15 years building talent functions across agency and in-house roles in the UK and US, and the last five years at Industrious have been the most impactful of my career.

As Industrious continues to scale, Talent Acquisition plays a critical role in shaping our growth, culture, and performance. We’re intentional about how we hire, and we expect our recruiters to be stewards of that approach.

Our Hiring Philosophy

We hire for Impact today, Potential tomorrow, and Values always.

Impact Today – We hire people who can deliver results from day one and quickly add value to the business.

How You’ll Uphold This: You’ll rigorously assess functional and technical skills, use structured interviews and scorecards, and partner with hiring managers to define what “great” looks like before launching a search.

Potential Tomorrow – We hire people who will grow with Industrious and help shape where the business goes next.

How You’ll Uphold This: You’ll evaluate growth mindset, career trajectory, and leadership potential, helping hiring managers look beyond immediate needs to build a bench of future leaders and critical talent.

Values Always – Our values are non-negotiable because they shape how we treat our members, our teammates, and each other.

How You’ll Uphold This: You’ll assess our Bee-haviors consistently: a set of coachable behaviors that reflect how we think (Head), how we act (Hands), and how we show up for others (Heart), ensuring values alignment is never compromised.

You’ll be a trusted hiring partner across corporate and commercial functions, recruiting roles across Finance, Legal, Real Estate, Marketing, and Operations.

• Partner deeply with hiring managers to define role requirements, interview processes, and hiring strategies.
• Manage ~10–15 active requisitions across multiple functions, balancing speed with quality, while delivering an excellent candidate experience.
• Build proactive pipelines for hard-to-hire talent through targeted sourcing, compelling outreach, and relationship building.
• Use Ashby and its automation/AI capabilities to streamline workflows, track data, and drive hiring insights.
• Leverage generative AI tools thoughtfully reduce administrative work and increase time spent on high-value recruiting activities.
• Provide market insights on compensation, talent availability, and hiring strategy to senior stakeholders.
• Operate with urgency and ownership in a high-growth environment, maintaining strong organization and follow-through.

In your first 90 days:

• Build strong partnerships with hiring managers and close your first critical roles.
• Establish sourcing strategies and pipeline coverage for priority functions.

In Your First 6–12 Months:

• Become a trusted advisor on hiring strategy and market trends.
• Consistently deliver high-quality hires with strong hiring manager and candidate satisfaction.
• Improve recruiting velocity and process quality through tooling and process improvements.

• Love hands‑on recruiting and want to stay close to the craft.
• Enjoy sourcing and engaging passive candidates, not just managing inbound…