Who are we?

Sidewalk Labs is an urban innovation company working to make cities more sustainable and affordable for all. We create products, invest in new companies, and help plan innovative places around the world. Since our founding in 2015, we’ve grown into an organization of over 100 employees based primarily in New York City. Our cross-disciplinary team consists of experts from real estate, urban planning, government, finance, technology, and engineering, among other backgrounds.

We’ve launched innovative companies addressing urban mobilitynext-generation infrastructure, and community-based healthcare, and invested in startups working on everything from robotic furniture to digital electricity. We continue to work internally on projects such as factory-made mass timber construction that can improve housing affordability and sustainability, a digital master-planning tool designed to help developers and communities achieve shared objectives, and a new approach to all-electric neighborhoods.

With the potential to catalyze and scale new models for sustainable and affordable growth, our work is both exciting and complex. We are working to achieve something unprecedented — help us build it!

What is the role?

This is a new Coordinator / Sourcer role, reporting to our Head of Talent Jan initially, and will focus on supporting our team in engineering and corporate hiring. It is a full-time position for 12 months. This means full benefits (paid time off, health insurance, 401k matching, etc.). It has the potential for conversion to permanent employment based on performance and business need.

In this role, you will support our Talent team to run best-in-class recruiting processes: you’ll write strong job descriptions, build interview line-ups, and drive the process all the way through a new hire’s onboarding process during their first weeks. You will partner with our recruiters to support specific roles. The Talent team is currently 3 individuals and scaling up to 5 this quarter. As you gain proficiency, your portfolio of roles and other scope might expand, and could include sourcing and project management.

This is an excellent opportunity to start your career in Talent/Recruiting and learn high-impact recruiting top-to-bottom. In our recruiting model, our coordinators are the empowered backbone of our team. This means you’ll stay on top of things and deliver an outstanding candidate experience. There is also an important link to our People Operations work, which starts at onboarding.

Sidewalk Labs has a robust Equity, Inclusion, and Diversity (EID) strategy, and the Talent team has a significant role to play in its successful execution. We want someone who is eager to incorporate EID into the hiring process, brings new ideas and demonstrates a continuous improvement mindset. Sitting at the core of our work will let you learn about all steps. We see this as a potential step towards a full recruiter role and we're committed to helping you grow into it.

Note: We are currently working remotely, and we expect to eventually re-open our offices when it is safe to return, in 2021. After re-opening, candidates will be expected to come into the New York office.

What You Can Expect

Here is what you can expect out of a role on our team.

  • Recruiting is about process: First and foremost, you own the recruiting process and ensure that all necessary steps in the process are planned, consistently delivered, and you find a solution to every last minute, on-the-fly change with clarity and grace.
  • Recruiting is about people: The coordinator is a superconnector. You keep your clients, i.e. candidates, hiring managers and recruiters, in the loop. You build relationships, keep everyone on track, and move the process forward as quickly as possible. 
  • Get stuff done, efficiently: You'll be scheduling interviews, working directly with candidates and hiring managers. There’s no better way to learn how to work and prioritize well. You'll connect dots quickly, follow up where others may have dropped a detail or left room for confusion, and be the first to lend a hand wherever needed.
  • Learn to use systems and tools to make our work more efficient and effective. You will work with Greenhouse, Hiretual, UltiPro and other key systems of the trade.
  • You'll get visibility on plenty of things going on, learn from it and improve. This role will build your foundation for being a top recruiter or people professional.

What we expect:

This is an entry-level role, and we are looking for someone with 1+ years of work experience. Your work experience can come from different places/industries as long as you can demonstrate that you have learned.

  • Realistically, you have some practical full-time experience with driving processes, managing stakeholders, setting expectations (especially upwards) and executing reliably.
  • You are passionate about people & process;, you like getting things done.
  • Above all else, you must be highly organized, and create excellent partnerships, and be a strong team player.
  • You love taking initiative and proactively provide suggestions on how to streamline and improve processes.

We are very excited to hear from you.

We actively seek applicants from underrepresented communities. Even if you are not 100% sure you are right for the role, please apply and we will be happy to consider your application. All employment is based on merit and business need, and we respond to each application we receive.

Apply for this Job

* Required


U.S. Equal Opportunity Employment Information (Completion is voluntary)

Individuals seeking employment at Sidewalk Labs are considered without regards to race, color, religion, national origin, age, sex, marital status, ancestry, physical or mental disability, veteran status, gender identity, or sexual orientation. You are being given the opportunity to provide the following information in order to help us comply with federal and state Equal Employment Opportunity/Affirmative Action record keeping, reporting, and other legal requirements.

Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information that you do provide will be recorded and maintained in a confidential file.

Race & Ethnicity Definitions

If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows:

A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability.

A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.

An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.

An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.

Form CC-305

OMB Control Number 1250-0005

Expires 05/31/2023

Voluntary Self-Identification of Disability

Why are you being asked to complete this form?

We are a federal contractor or subcontractor required by law to provide equal employment opportunity to qualified people with disabilities. We are also required to measure our progress toward having at least 7% of our workforce be individuals with disabilities. To do this, we must ask applicants and employees if they have a disability or have ever had a disability. Because a person may become disabled at any time, we ask all of our employees to update their information at least every five years.

Identifying yourself as an individual with a disability is voluntary, and we hope that you will choose to do so. Your answer will be maintained confidentially and not be seen by selecting officials or anyone else involved in making personnel decisions. Completing the form will not negatively impact you in any way, regardless of whether you have self-identified in the past. For more information about this form or the equal employment obligations of federal contractors under Section 503 of the Rehabilitation Act, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.

How do you know if you have a disability?

You are considered to have a disability if you have a physical or mental impairment or medical condition that substantially limits a major life activity, or if you have a history or record of such an impairment or medical condition.

Disabilities include, but are not limited to:

  • Autism
  • Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, or HIV/AIDS
  • Blind or low vision
  • Cancer
  • Cardiovascular or heart disease
  • Celiac disease
  • Cerebral palsy
  • Deaf or hard of hearing
  • Depression or anxiety
  • Diabetes
  • Epilepsy
  • Gastrointestinal disorders, for example, Crohn's Disease, or irritable bowel syndrome
  • Intellectual disability
  • Missing limbs or partially missing limbs
  • Nervous system condition for example, migraine headaches, Parkinson’s disease, or Multiple sclerosis (MS)
  • Psychiatric condition, for example, bipolar disorder, schizophrenia, PTSD, or major depression

1Section 503 of the Rehabilitation Act of 1973, as amended. For more information about this form or the equal employment obligations of Federal contractors, visit the U.S. Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.

PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.