Introduction
Repair the World mobilizes Jews and their communities to take action to pursue a just world, igniting a lifelong commitment to service. We believe service in support of social change is vital to a flourishing Jewish community and an inspired Jewish life. By 2030, we will inspire and catalyze one million acts of service and learning toward repairing the world. Our vision is one of flourishing Jewish communities that serve in pursuit of a just world.
Repair is building a Jewish service movement. We mobilize young adults to serve in their communities, catalyze service through deep partnerships within Jewish communal organizations, and inspire people to take action through time-bound thematic national service campaigns. Our mission provides volunteers with an increased connection to meaningful service and learning as a Jewish value, builds capacity for nonprofit partners to meet their missions, and deepens connections across lines of difference.
To learn more, please visit: https://werepair.org/
Position
Talent has been one of four core priorities in Repair the World's FY25–27 strategic plan and will remain an ongoing priority in the years ahead. We've invested in manager development and built a competency framework that defines what we're looking for at every level. This new role is focused on the next piece: who comes through the door and how.
The Director of Talent Acquisition sits within our People and Culture team and reports to the Chief Operating Officer. This role owns recruiting at Repair. That means running full-cycle searches, building systems to track and manage candidates well, and developing Repair's presence in Jewish communal, nonprofit, and mission-driven talent networks. This person will also serve as a true partner to hiring managers, helping them run strong, equitable searches at every stage.
Position Responsibilities
Talent Acquisition Strategy
● Develop and lead a recruitment strategy aligned with Repair's growth priorities, workforce planning needs, and long-term priorities around culture and professional development.
● Partner with senior leadership to anticipate hiring needs, build strong candidate pipelines, and contribute to leadership succession planning.
● Proactively build relationships with emerging and established talent in the Jewish communal and nonprofit sectors to maintain a strong pipeline of prospective candidates across key functions.
● Stay current on best practices in equitable, inclusive hiring and bring those practices into our work.
Recruitment Systems and Infrastructure
● Design and manage efficient, equitable hiring processes across the organization.
● Optimize technology and standardize practices to improve the candidate experience and reduce time-to-hire.
● Build and maintain a candidate database that supports proactive pipeline development across functions and levels.
● Strengthen Repair's employer brand and organizational profile in the talent market by developing and executing outreach strategies that expand Repair's visibility with mission-driven talent, including through LinkedIn, Jewish communal networks, professional associations, and other channels where our future staff are already active.
● Maintain accurate records and ensure consistent, compliant documentation throughout the search process.
Hiring Manager Partnership
● Guide department leaders on role design, compensation benchmarking, and effective interview and evaluation practices.
● Build hiring managers' capacity to run strong, equitable searches.
● Serve as a thought partner to the COO and People & Culture team on building a stronger organizational talent infrastructure.
● Cultivate a recruitment mindset across the organization, equipping staff to serve as connectors for Repair in their professional networks and to activate those networks when roles open.
Core Competencies
Service Mindset: Commitment to serving others, grounded in a belief that we can make a difference in making the world better by serving alongside our neighbors to meet community needs.
Strategic Thinking: Ability to see beyond individual searches to build the systems, relationships, and practices that strengthen hiring over time.
Operational Excellence: Exceptional organizational skills with the ability to manage multiple searches and projects simultaneously in a fast-paced environment.
Relationship Building: Strong interpersonal skills and professional presence; able to build trust with candidates, hiring managers, and senior leaders.
Equity Lens: Deep familiarity with equitable hiring practices and a commitment to applying them consistently across all searches.
Position Requirements and Skills
While Repair the World will consider a broad range of backgrounds, the ideal candidate will have the following qualifications:
Location
This is a hybrid position with a preference for candidates in New York, NY; candidates living in a Repair the World community (Atlanta, GA; Boston, MA; Chicago, IL; Detroit, MI; Los Angeles, CA; Miami, FL; Orange County, CA or San Francisco Bay Area, CA) are also encouraged to apply.
Compensation
Compensation at Repair the World is determined based on the salary band for the role and adjusted based on cost of living where the final candidate resides. For candidates with 10+ years of experience, compensation for this role starts at between $120,000 and $140,000 depending on the city. Benefits package includes paid time off for service in addition to vacation and holidays. Employer covers 100% of full-time employee’s health premiums (medical/dental/vision) for most plans and 50% for dependents. Additional benefits include retirement matching, professional development funds, employer-paid short and long term disability coverage plus access to the Jewish Learning Collaborative and our Economic Access Fund. In addition, employees that have been with Repair for at least six months are eligible for 16 weeks of paid parental leave (pro-rated for employees with Repair less than 6 months).
Application Process
● Application: Interested candidates should submit a resume and a cover letter responding to the prompt:
○ What sets you apart as the right person to help us build the teams that power the Jewish service movement?
● Initial Process: DRG Talent will manage the initial stages of the search process.
● First-Round Interview: Selected candidates will interview with a member of Repair's People & Culture team.
● Second-Round Interview: Candidates will meet with the Chief Operating Officer and Senior Director of People and Culture.
● Final Round: Finalists will interview virtually with Repair’s Chief Strategy Officer and in-person in New York with Repair’s Chief Operating Officer.
Repair the World Equal Employment Opportunity
We deeply value the diversity of insight, perspective, and experience brought by people from backgrounds typically underrepresented in Jewish institutions. This includes Black, Latinx, and Asian people, Black Jews, Jews of Color, Sephardi, Mizrachi Jews, lesbian, gay, bisexual, trans and gender non-conforming people, and people with disabilities. We also welcome applications from people of diverse religious, spiritual, and cultural backgrounds.
The organization provides equal employment opportunities to all applicants and employees without regard to race, color, religion, gender, sexual orientation, gender expression, age, alienage or citizenship status, creed, genetic predisposition or carrier status, national origin, disability condition, marital status, status as a disabled or Vietnam era veteran, or any other protected characteristic as established by law. In addition, the organization affirmatively seeks to advance the principles of equal employment opportunity as it applies to all policies and procedures relating to recruiting and hiring, compensation, benefits, termination, and all other terms and conditions of employment.
Tani Weissman, Partner, tweissman@drgtalent.com
Merav Schwartz, Associate Talent Consultant, mschwartz@drgtalent.com