Recruiting Policy and Procedures

Objective

CloudTen Residential believes that hiring qualified individuals to fill positions contributes to the overall success of the company. Ensure fair and consistent recruiting and hiring practices and compliance with equal employment opportunities. 

Hiring Process and Procedures

Job Postings

All job postings will be posted on the company career page using our Applicant Tracking System (ATS).

The Hiring Manager is responsible for requesting a job posting using the current Applicant Tracking System.

Job postings should indicate the following:

• Position title
• Position hours/shifts
• Exempt or nonexempt status of the position
• Reason for the opening
• Pay range
• Essential job functions and qualifications (or a current job description may be attached).
• Any special recruitment advertising instructions

Job Post Approval

Once requested by the Hiring Manager, the Recruiting Manager will review and approve the job posting. Newly created positions and additions to staff require additional levels of approval.

All open positions will be posted on the company career page for a minimum of one day and until the position is filled. All recruitment advertisements will be managed by the Recruiting/HR department, ensuring they reflect a professionally branded image and adhere to company policies.

All candidates must apply using the current ATS.

The Recruiting Manager is responsible for tracking all applicants and retaining applications.

The recruiting strategy will be set during this meeting and expectations established with all the key stakeholders. 

Internal applicants

Employees with at least six months of satisfactory employment (no disciplinary action within the last six months) are eligible to apply for job openings. Internal candidate will apply using the company career site. Employees should notify their current manager before applying. 

Interview process

The hiring manager and/or recruiter, depending on the position, will screen applications before scheduling interviews. Initial interviews are typically conducted by the hiring manager using behavior- based questions and a structured process. The interviewer(s) must complete the candidate scorecard after each interview, which should be retained with the candidate's profile.

Hiring managers should update the status of each applicant and indicate the reason for non-selection. All candidates should be promptly informed, and rejection letters sent using the ATS. 

Job offers and approvals

Once a hiring decision is made, the Hiring Manager will send the offer details for next-level approval. Once approved and all scorecards have been submitted an offer letter will be extended. All offers are contingent upon the satisfactory completion of required background checks. These checks, which may include criminal history, credit history, driving record, or other relevant information, will vary by position. The company may rescind the offer if the candidate does not accept the offer within three business days.

Any offers outside of the advertised pay range or other changes will require additional approval. Internal applicants must complete required background checks not previously completed.

Once the Recruiting Manager receives satisfactory results from all required background checks, they will notify the Hiring Manager and confirm a start date.

Any contract labor agency supplying temporary help must sign the standard Contract Labor agreement and submit the completed form and insurance before providing contract labor.

It has been and will continue to be the policy of CloudTen Residential to be fair and impartial in all its relations with its employees and applicants for employment, and to make all employment-related decisions without regard to race, religion, color, national origin, age, sex, disability or any other categories protected by federal, state, or local law.

Monitoring and Review

Human Resources will monitor the effectiveness of the policy. The policy will be reviewed annually.

Accountability for Non-Compliance

Failure to comply may result in disciplinary action up to including termination of employment.

Effective Date: 

March 2025

Revision History: 

None

Contact Information:

For questions regarding this policy, please contact hr@propsolutionsgroup.com

Resources:

greenhouse.io Solution Central