Chief Recruiting Officer (CRO)

Talent Strategy & EVP — Executive Leadership
Hiring Quantity: One (1)
Employment Classification: Executive Leadership — Full‑time, salaried, exempt
Reporting Structure: Reports to Chief Executive Officer; partners with Chief Operating Officer; Chief Human Resources Officer; EVP, People Operations; VP, Total Rewards; Director, Recruiting Operations; Head of Legal; Head of Finance; Director, HRIS & Analytics.

Mission, Vision, and Values (Non Negotiable Operating Mandate)

Mission

Our mission is to build a closed loop ecosystem that delivers housing, healthcare, insurance, workforce, education, and financial empowerment to communities across the globe. Every transaction must embed equity, prosperity, and generational wealth.

Vision

Our vision is to transform local communities into sovereign scale economies, where every citizen has access to housing, healthcare, education, and opportunity. We aim to institutionalize prosperity for 100+ years, creating a civilization scale blueprint that uplifts underserved populations.

Global Mission

We are committed to empowering Black communities and marginalized populations worldwide by building infrastructure, controlling narratives through media, and embedding prosperity into every vertical. Our global mission is to be recognized as a sovereign scale operator and preferred partner for governments, institutions, and communities across continents.

Core Values

• Equity: Universal pay equity and fair treatment across all roles and geographies
• Transparency: Audit‑ready documentation and compliance in every transaction
• Empowerment: Building pathways for underserved communities to thrive
• Innovation: Vertical integration, cross‑selling, and multi‑stream revenue generation
• Legacy: Dynasty‑level permanence, embedding generational wealth for centuries
• Community: Faith‑based and nonprofit arms embedded into every vertical
These principles are operational requirements, not aspirational language.

Corporate Location & National Hiring Model

Corporate Headquarters (Planned): Poinciana, Florida
Initial Operating Office: Winter Haven, Florida (until Poinciana HQ is completed)
Hiring Scope: Nationwide (United States)
Wroy Journey 2 Success Inc. operates a statewide hub‑and‑spoke deployment model with five (5) permanent locations per state: Central State Headquarters; East Regional Office; West Regional Office; North Regional Office; South Regional Office.

Remote to Office Transition

· Executive leaders begin remote and transition per local office availability.
· Transition to in‑office work occurs once a Company office is established within 20–25 miles of the employee’s residence.
· Expected timelines: Central Corporate HQ (Poinciana): Less than 3 months; All other state locations: 3–6 months.
· Candidates outside current office areas will be hired immediately and transitioned once a local office opens.

About Wroy Journey 2 Success Inc.

Wroy Journey 2 Success Inc. is architecting a multi‑vertical operating model spanning essential services required for community stability and economic mobility. Executive leaders design, govern, and scale program blueprints across Real Estate & Construction; Healthcare; Insurance; Finance; Legal; Logistics; Education; Media; Security; Nonprofit & Faith Based Services; Manufacturing; Technology. Departments evolve into independent business entities within a unified ecosystem sharing governance, compliance, financial controls, and cultural standards. This is the work of building an economy, not just a company.

Role Purpose

The Chief Recruiting Officer (CRO) leads enterprise talent strategy, workforce architecture, employer brand, and statewide recruiting operations to ensure every program launch, real estate opening, and operational expansion is fully staffed, credentialed, and audit‑ready. This role governs recruiting systems, compliance, vendor performance, and workforce readiness across all verticals.

Purpose (Operating Mandate)
Build and operate a defensible, compliant, and scalable recruiting infrastructure that delivers high‑velocity hiring, workforce readiness, employer value proposition (EVP) leadership, and audit‑ready evidence for funders and regulators.

Core Responsibilities (Detailed & Non‑Generalized)

Talent Strategy, Workforce Architecture & EVP Leadership
· Lead enterprise talent strategy, workforce planning, and labor‑market positioning across all verticals.
· Own the Employer Value Proposition (EVP) and ensure alignment with pension, profit‑sharing, long‑term wealth creation, and enterprise permanence.
· Build statewide workforce models tied to launch schedules, licensing requirements, and operational readiness.

Recruiting Operations & Full‑Cycle Governance
· Govern end‑to‑end recruiting workflows including sourcing, screening, interviewing, offer structuring, and onboarding.
· Maintain audit‑ready hiring files, credential evidence, and compliance documentation.
· Ensure recruiting speed never compromises compliance, credentialing, or cultural alignment.

Executive Search, Specialized Pipelines & Campus Relations
· Lead executive and senior leadership search with approved playbooks and vendor governance.
· Build pipelines for licensed, regulated, and mission‑critical roles across healthcare, finance, construction, insurance, technology, and security.
· Establish campus relations, apprenticeships, and early‑career programs with measurable conversion targets.

Compliance, Regulatory Controls & Audit Readiness
· Ensure FCRA‑aligned screening, credential verification, and state‑specific compliance requirements.
· Maintain secure, timestamped hiring files for regulators, funders, and grantors.
· Partner with Legal, HR, and Finance to enforce credential, licensing, and background standards.

Vendor Management & Recruiting Budget Governance
· Manage recruiting vendors, screening partners, and verification providers; oversee SLAs, renewals, and performance metrics.
· Govern recruiting operating budget, vendor spend, and pricing for retained/contingency engagements.

Recruiting Intelligence, Analytics & Reporting
· Own recruiting dashboards, talent intelligence, and workforce forecasting.
· Provide weekly state talent briefings, monthly executive reports, and quarterly board‑level workforce readiness updates.

Leadership, Mentorship & Capability Building
· Hire, mentor, and develop recruiting leaders, specialists, and coordinators; set hiring bar, scorecards, and training roadmaps.
· Lead recruiting community‑of‑practice, documentation standards, and knowledge transfer programs.

Authority, Decision Rights, KPIs & Escalation

Authority & Decision Rights
· Approve offers within compensation bands and pre‑approved packages; escalate exceptions to Executive Leadership and Compensation Committee.
· Approve vendors within delegated limits; strategic vendor selections require Legal and Procurement sign‑off.
· Pause hiring actions or vendor processes for integrity, fairness, or compliance risk pending remediation.

KPIs and Targets
· Time‑to‑Hire; Time‑to‑Clearance; Quality‑of‑Hire; Retention; Candidate NPS; Offer Acceptance Rate; Audit‑Ready Documentation Rate; Pipeline Velocity.

Escalation Protocols
· Recruiting system or ATS failure impacting hiring → CRO -> Director, HRIS & Analytics within 4 hours.
· Compliance or credentialing breach → CRO -> Head of Legal and Security & Privacy Officer within 2 hours.
· Workforce readiness failure impacting enterprise launches → CRO -> CEO & COO within 1 hour; contingency staffing plan executed.

Hiring Process, Onboarding & 30/60/90 Milestones

Standardized Hiring Process (Step‑by‑Step, Expedited)

Requisition Intake
Workforce Readiness Check
Sourcing & Pipeline
Screening Authorization
Interview Panels
Offer & Approval
Pre‑Start Clearance
Onboarding & Payroll
Early Tenure Monitoring

One‑Way Interview Requirement

All candidates for the Chief Recruiting Officer role must complete a One‑Way Video Interview as part of the standardized hiring process. The interview link will be provided below and must be completed within 24 hours of the Company receiving the candidate’s application. Failure to complete the One‑Way Interview within the required timeframe may result in removal from the hiring process.

One‑Way Interview Link:

(Insert link here)

30/60/90 Milestones

· 30 Days: Establish statewide recruiting org chart, EVP baseline, vendor shortlist, and first hiring pipeline.
· 60 Days: Deliver recruiting operations diagnostic, implement compliance controls, and establish vendor performance baselines.
· 90 Days: Present validated recruiting operating model, workforce readiness plan, and statewide talent roadmap to Executive Leadership; establish governance cadence.

Employment Term, Status, Schedule & Compensation

Employment Term: 3‑5 year executive contract with option for renewal; contract renewable subject to performance and governance approvals.
Evaluation Period: Six‑month formal evaluation with defined 30/60/90 milestones.
Status: Full‑time, salaried, exempt.

Schedule

· Schedule: Typical expectation 10‑12 hour days; enterprise launches, compliance deadlines, and staffing surges may require extended hours; Company operates 24/7/365; on‑call duties may apply.
· Pay Schedule: Monthly in arrears, issued on the 15th of each month (or preceding business day).
· Overtime: Not eligible unless required by law or authorized in writing.

Base Salary: $180,000–$230,000 annually, based on experience, scope, and performance.
Sign‑On Bonus: $20,000, payable per plan documents and subject to repayment/clawback provisions if employment terminates before agreed service period.
Vacation: Four (4) weeks annual paid vacation.
Incentives: Eligibility for performance bonuses tied to workforce readiness, EVP performance, recruiting velocity, and compliance metrics; profit‑sharing and other incentives per plan documents; subject to funding and clawback provisions.
Long‑Term Incentives: Eligibility for equity or long‑term incentive awards subject to Board approval and plan documents.
PTO & Holidays: PTO per policy; Company holidays and statutory leaves per policy.

Retirement, Benefits & Programs

· Pension Plan: Eligibility begins after 60 days; 2:1 employer match — Company contributes $2 for every $1 employee contributes; subject to plan rules and vesting.
· Employer‑Paid Benefits: Core medical, dental, vision, basic life, AD&D, Short‑Term Disability, and Long‑Term Disability base coverage for employee and eligible dependents per plan documents.
· Family Support: Daycare & Adultcare reimbursement (Standard $6,000; Enhanced $12,000 with HR pre‑approval).
· Education: Tuition Reimbursement and Tuition Payoff Program per plan documents; service commitments and clawbacks may apply.
· Vehicle & Travel: Travel stipend or Company Vehicle Program eligibility for roles with documented travel needs; mileage reimbursement with logs/receipts required.
· Professional Development & Wellness: Pre‑approved professional development programs, wellness stipends, EAP, fitness reimbursements, community volunteer days, and Company‑sponsored events per plan details.

Screening Scope & Procedures — Candidate Funded Screening Fee

· Background checks may include identity verification; SSN trace; county/state/federal criminal records; FBI fingerprint checks where required; sex offender registry searches; international criminal checks where applicable; sanctions/watchlist/denied party screening (OFAC/Treasury); employment and education verification; professional license checks; motor vehicle records; drug/alcohol screening; job related consumer credit reports where permitted; address history; civil litigation/judgment/bankruptcy searches; adverse media and PEP screening; social media review limited to publicly available information and conducted consistent with applicable law.
· Use parallel processing and vendor SLAs to preserve audit defensibility while meeting hiring timelines.
· FCRA pre‑adverse/adverse action procedures will be followed where consumer reports are used.
· Screening data will be used solely for employment decisions and compliance, accessed by authorized personnel only, stored securely, and retained consistent with Company policy and law.

Candidate Funded Screening Fee
· Payment Process: Company sends PayPal payment request/invoice to candidate or accepts candidate PayPal email for invoice.
· Fee: $499 required prior to onboarding initiation for all candidates.
· Why candidates cover the fee: Due to the scale and velocity of our hiring program, it is not operationally feasible for the Company to pre‑fund every candidate's screening. Requiring the candidate funded screening fee allows us to process large volumes quickly, maintain vendor SLAs, and prioritize launch readiness while preserving budget discipline for program delivery.
· PayPal Payments option: PayPal may allow installment payments; eligibility determined by PayPal.
· Documentation: Candidate provides PayPal receipt and written consent.
· Reimbursement: Reimbursed after 30 days on active payroll, provided employment commences as scheduled and required documentation is submitted.

Onboarding Checklist (Must Be Complete Before Start)

· W‑4 and state withholding forms
· Direct deposit information
· I‑9 documentation and acceptable IDs
· Government issued ID copy
· Emergency contact information
· Required licenses and certifications verified and documented
· Signed NDA and any role specific agreements
· Screening fee payment confirmation and reimbursement documentation

Screening, Compliance & Onboarding (Detailed)

· Employment is conditional upon satisfactory completion of background checks and screenings necessary for the role and for regulatory or funder compliance. Employee authorizes the Company and authorized vendors to obtain and periodically re‑obtain such records during employment.
· Use parallel processing and vendor SLAs to meet time‑to‑hire targets while preserving audit defensibility.
· If an adverse action is contemplated based on a consumer report, Company will follow FCRA pre‑adverse/adverse action procedures and provide required disclosures and rights.

Equal Employment Opportunity & Accommodation

Wroy Journey 2 Success Inc. is an equal opportunity employer. Employment decisions are based on business needs, job requirements, and qualifications without regard to protected characteristics. The Company prohibits unlawful discrimination, harassment, and retaliation and will provide reasonable accommodation consistent with law.
HR Contact: HR@WroyJourney.com
Onboarding Contact: Onboarding@WroyJourney.com

Governance, Reporting & Operational Controls

· Daily: Recruiting operations stand‑ups and pipeline reviews (CRO -> Director, Recruiting Operations).
· Weekly: Vendor performance reviews, compliance checks, and workforce readiness updates with HR leadership and Finance.
· Biweekly: Recruiting data governance and ATS/HRIS integration cadence with Director, HRIS & Analytics.
· Monthly: Recruiting dashboards, talent intelligence reports, and executive briefings.
· Quarterly: Workforce readiness reviews, vendor audits, and board‑level talent strategy presentations.

Audit Readiness & Documentation — HR Controls

· All recruiting artifacts, hiring files, credential logs, vendor contracts, data lineage records, and audit evidence must be complete, timestamped, and stored in the Company’s secure repositories.
· CRO responsible for maintaining recruiting documentation, monitoring dashboards, and audit evidence; support internal and external audit requests.
· Any recruiting‑related remediation, revalidation, or material exceptions must be documented and approved per governance.

Experience

· Minimum: 10+ years in recruiting leadership, talent strategy, or workforce architecture with progressive responsibility.
· Demonstrated: Built statewide or multi‑entity recruiting systems at scale; led EVP development and labor‑market positioning.
· Operational: Deep experience with compliance, credentialing, HRIS/ATS integrations, and workforce forecasting.
· Leadership: Proven ability to lead recruiting organizations, influence senior leaders, and present to executive stakeholders and funders.

Required Qualification

· Education: Bachelor’s degree required; advanced degree (MBA, MSHR, JD) desirable; equivalent experience will be considered.
· Technical Skills: Proficiency with ATS platforms, HRIS integrations, compliance frameworks, talent intelligence, and workforce modeling.
· Other: Exceptional stakeholder management, operational judgment, process orientation, and ability to pass required background and credential checks.

Final Confirmation & Next Steps

This document is the complete, explicit, and operationally prescriptive Chief Recruiting Officer charter for Wroy Journey 2 Success Inc. It is written to eliminate ambiguity, minimize follow‑up questions, and enable immediate alignment and program launch. For all hiring and onboarding communications, please contact Onboarding@WroyJourney.com and HR@WroyJourney.com. Due to the scale of our hiring program, we are not accepting phone calls; all candidate and hiring communications must be submitted via email to the addresses above.

HR Contact: HR@WroyJourney.com
Onboarding Contact: Onboarding@WroyJourney.com