Recruitment Consultant

The Position

We’re looking for an experienced professional to join the Field Operations team as a Recruitment Consultant. The ideal candidate will have prior experience in recruitment with knowledge of sourcing, screening, and interviewing.

This position will report directly to the Sr. Field Consultant.. Success will be dependent on the ability to lead the direction, process, and overall goals for recruiting, discerning and selecting new C12 Chairs. This includes driving execution around new market goals, along with existing market growth. C12 supports situationally-accommodating working arrangements, with flexible work scenarios possible. The position is an in-office position and relocation expenses are not covered by the employer.

Responsibilities:

• Utilize knowledge of multiple recruiting sources and execute innovative recruiting strategies to source quality candidates for role of a C12 Chair with multiple scenarios for the role
• Partner with existing Chairs to develop strategies to grow their market via talent development and team expansion
• Work with third parties as necessary to augment talent and fulfill the mission, particularly in areas of Chair recruitment
• Ensure recruiting and vetting is consistent with core values and culture code of C12, with commitment to helping candidates discern calling in addition to business qualifications
• Provide leadership and accountability to processes for new Chair recruitment and market Development. Direct supervision of Recruiting Specialist role.
• Manage process for chair recruiting, selection, and evaluation
• Oversee accurate and transparent new Chair pipeline details within current CRM system
• Lead the new Chair vetting process, and ongoing refinement of the process
• Ensuring Chair Development pipeline fulfills mission advancing objectives and Chairs selected are prime candidates to successfully launch
• Develop and maintain process SOPs and communicatate regular status updates

Preferred Qualifications:

• Experience with recruitment processes, career coaching and/or talent development for executive level leaders
• The ability to develop and implement recruiting strategies to source passive candidates
• Ability to relate well with executive level candidates and able to conduct phone and video pre screening interviews
• Ability to assess candidate’s skills, experiences and compatibility with the minimum requirements of a C12 Chair.
• Exceptional communication, interpersonal, and decision-making skills
• A strong Christian faith and capacity to have spiritual discernment conversations with candidatesfrom a breadth of Christian faith traditions and denominations
• Strong computer and technology skills including CRM familiarity, zoom webinar conferencing, and social media
• Strong time management skills and ability to manage concurrent tasks and multiple campaigns efficiently

C12HQ Overview

Founded in 1992, C12 operates Business Forums around the globe for Christian CEOs, Key Players, and business leaders. Structured as a franchisor, we support more than 150 full-time Chairs who operate hundreds of Forums representing 3,300+ dues-paying members. Our HQ team provides systems, tools, curriculum, group formats, marketing, training, accountability, and execution support for the Chairs and Members.

C12 members participate in monthly meetings with peers for leadership development, accountability, wise counsel, and best practices to lead Businesses as a Ministry (BaaM). The content we provide equips them to achieve measurable results in the five core areas of business: organizational development, operations, financial management, revenue generation, and ministry, all anchored around a Christ-honoring cultural paradigm (mission/vision/values).

Currently operating in 38 US states, over 120 US metropolitan areas as well as markets in SE Asia and Brazil, C12 has a 2025 vision plan to increase membership to over 5,000, Chair community to over 250 while adding 25 new US markets and multiple non-US market launches.  The scaling of the C12 mission towards the near and long term vision requires incredibly talented and committed team members bringing a full “5C” (character, competency, calling, contribution and chemistry) readiness to be part of this endeavor.

For more information, visit www.joinc12.com.

Our Mission

We exist to equip Christian CEOs and owners to build great businesses for a greater purpose.

Our Vision

To change the world by advancing the gospel in the marketplace.

Our Values

Our mission compels us to do all things in a replicating way where we are fostering disciple-making disciples of Jesus in the marketplace. Our core values shape how we behave and go about fulfilling our mission and the accountability parameters around innovation and execution.

• Results Matter: God measures results, and so should we.
• Gratitude: We embrace our calling in light of God’s grace with thanksgiving.
• Pressing On: We operate with a zeal for God’s best in all things, never settling, coasting, or quitting.
• Camaraderie: We joyfully serve as a cadre, embracing God’s call to unity in Christ.
• Humility: We desire God’s best and are always open to learning and correction.
• Bema Mindset: We operate as stewards with eternal accountability in everything.

Additionally, within C12HQ, we embody the pursuit of Buffalo Culture, which undergirds C12’s core values and mission. You can read more about the “culture code” at www.BuffaloCulture.com.

Key Intangible Characteristics of the Ideal Candidate

Called: A passion for our mission and a sense that this role and company are a strong fit for the gifts, talents, passions, and experiences with which God has entrusted this person. Must be mission-motivated with a resolve to overcome obstacles, anchored in a sense of purpose in this work.

Servant Leadership: Nobody is above any task, and we are all here to serve others. Every customer—internal or external—needs help, and the most powerful way to lead will be to serve.

Learning and Adaptive: As a small business with a big mission scaling rapidly, new systems, technology, and situational adaptability are typical and expected. This person must have an appetite for learning and skill improvement.

Grit, Determination, & Resourcefulness: Not everything will have a pre-planned solution. This person will have to be resourceful in figuring things out, resist feeling overwhelmed, and be willing to roll up their sleeves to make things happen. This person will have to have an open mind and good resolve, whether it’s looping in other people, finding tools online, or seeking best practices.

Organizational Skills: We serve a God of order and creativity but live in a world of chaos and confusion. This person gets to help bring the Kingdom of God to the office by being a constant organizational force. It will require a capacity for seeing patterns, discerning better processes, and prioritizing and systemizing for improved outcomes.

Chemistry Fit: We have a unique and fun culture—we laugh, tease in love, press in, work hard, and jump in to figure things out. Fitting into the team chemistry is essential, particularly on a lean team!

High Character: We operate with a high trust culture. Personal values must fuel our work. Integrity, honesty, compassion, reconciliation, and diligence are all things this person must possess to flourish.

Energy & Enthusiasm: This person must bring joy and passion for work to the job. Encouraging and spurring on others on the mission while being self-motivated and positive is essential.

Multitasking: This is not a steady-state or static environment. Workflow will cycle, and interruptions are normal, so this person must be able to juggle and adjust on the fly.

Project Management: While multitasking, this person must be able to keep an eye on deadlines and critical dependencies, working to preserve them or source support proactively.

Our People Strategy

We are in the people business! While we can never reach a perfect organizational model, we can strive towards it in our daily efforts and mission. With that vision comes a focus on key initiatives, listed here with the indicators of success.

Shared Direction: A collective understanding of what the organization stands for, where it is going, and how we will get there. Indicators: a clear, inspiring vision, well-executed strategies, and aligned goals.

Authentic Values: Deeply held principles guiding all decisions and relationships and reflected in the conduct of everyone at all times. Indicators: high levels of trust and communications, uncompromising integrity and ethics, socially responsible practices.

Productive Relationships: Open, collaborative relationships that recognize and honor the commitments that people make to themselves, each other, their work, and the organization. Indicators: respect for all individuals, effective problem solving and decision-making, transparent accountability, effective teamwork at all levels.

Liberating Processes: Flexible structures, processes, and technologies that allow people to do their best work and collaborate effectively across boundaries. Indicators: clear organizational design, collective knowledge, the right tools and technologies, and the right people performing the right jobs.

Outcome Learning: Results-focused learning that strengthens individual and organizational capacity to cope with the present and define the future. Indicators: continuous teaching and learning, knowledge and skills development, leadership development at all levels.

Motivating Metrics: Fair, meaningful performance requirements that measure, reinforce, and reward high performance and manage poor performance. Indicators: clear and energizing performance requirements, relevant work measures, differentiating rewards.