Talent Acquisition Partner jobs at MYR Group - 54 jobs

QUIKRETE, a leading producer of packaged products, is seeking a full-time/on-site Talent Acquisition Partner as part of our HR team. The Talent Acquisition Partner will be responsible for managing recruiting strategies to attract, source, and retain the best and the brightest employees. Our Talent Acquisition Partners are vital to our operations teams from providing supportive recruitment strategies for multi-level roles, multiple locations, and states. The ideal candidate will have experience working with multiple hiring managers and personalities and finding creative ways to source candidates. The ideal candidate must be able to continuously manage multiple (high volume) hourly requisitions simultaneously, ensuring timely fulfillment of open roles, while demonstrating strong organizational, task prioritization, and communication skills. This Talent Acquisition Partner would require a strong understanding of recruiting, sourcing, external job boards, scheduling, conducting phone screens, virtual interviews, and knowledge of manufacturing or trade-based role. Having a passion for finding the best talent and maintaining direct alignment to business operations. This partner will also build sustainable relationships with internal Hiring Managers. This key role will play a key role in driving the growth of our organization by building a strong talent pipeline, developing recruitment strategies, and collaborating closely with hiring managers to meet staffing needs. CORE RESPONSIBILITIES Post hourly and exempt job openings to the Applicant Tracking System, external job boards, college career sites, social media, etc. Use Applicant Tracking System to manage recruiting process and build talent pipeline. Work with hiring managers to develop job posting and sourcing strategy. Assist in writing customized job postings. Source candidates using various methods such as Boolean techniques, LinkedIn Recruiter, database searches. Post job openings, review resumes, schedule phone interviews to screen candidates and make recommendations to hiring managers. Develop strong relationships and partner with hiring manager, business leaders and HR. Administrative duties and recordkeeping. Build and maintain strong working relationships with members of the human resource team, operations managers, and field leaders to understand staffing needs and business impacts. Thoroughly, effectively and timely communicate with leaders and managers on status of open positions, candidate quality, and candidate pipeline. Partner with internal Management Team to provide a welcoming and positive candidate experience. Conduct high volume phone screens, interviews, and schedule candidates with Hiring Managers while focusing on creating a great candidate experience. Specialize in proactively sourcing qualified candidates utilizing various channels, including job boards, (i.e., LinkedIn, Indeed, etc.) social media, industry contacts, trade schools, and networking events. Leverage critical thinking skills to identify candidates with the right qualifications, values, and competency for the position. Manage applicant tracking system (ATS) to ensure accuracy of organized documentation and time to fill metrics are being met. Manage multiple requisitions and multiple internal customers simultaneously. Clearly and regularly communicate status on recruitment progress to key stakeholders. Provide the team with relevant recruitment metrics to encourage data driven decisions. Post and monitor all sourcing advertisements for pipeline generation across recruitment platforms. Think creatively and proactively to generate and maintain pipelines in hard to fill or high-volume areas / roles. Stay updated on industry trends and best practices in recruitment and talent acquisition. Connect in-person with the talent team and company for on-site events or operations site tours when applicable. QUALIFICATIONS 2+ years of Recruitment or Talent Acquisition experience, preferably in a high-volume trades / manufacturing capacity. Strong understanding of labor laws and best practices in hiring. Strong customer service and/or business partnering experience. Basic computer skills, Microsoft Office, Power point, Word, Excel, Outlook, and Teams. Excellent verbal, written communication, and interpersonal skills to work seamlessly with other departments. Proficiency in using applicant tracking systems and recruitment software. Exemplifies a sense of urgency, strong organizational skills, and meticulous attention to detail in a fast-paced environment and quickly adapt to changing priorities. Ability to build strong internal and external relationships at all levels. Ability to create exceptional planning and preparation skills needed for forecasting needs. Demonstrates active listening, shares information concisely and purposefully, and remains open to different perspectives. Maintains a strong level of self-accountability for performance recruiting/talent acquisition goals. Travel Requirement 15% Travel to Hiring Events, site visits, or team meetings. About us: Founded in 1940 in Columbus, Ohio, The QUIKRETE Companies is the largest manufacturer of packaged concrete and cement mixes in North America, and an innovative leader in the building and home improvement industries. In addition, QUIKRETE offers related products through numerous wholly-owned subsidiaries and operates around 250 facilities in the U.S. alone, allowing for unsurpassed distribution and product depth. Technical centers across the QUIKRETE network also ensure that professionals and DIY consumers alike are provided with the most innovative and highest quality products available on the market. As a family-owned company with over 80 years in business, we offer stability. We're investing in new businesses and technologies to ensure sustainable growth for years to come. We offer competitive compensation, Medical, Dental, Vision, HSA, FSA, Supplemental Life and Basic life Insurance, employees discounts, great work environment and an amazing team! Physical Requirements: Prolonged periods sitting at a desk and working on a computer. Must be able to lift up to 15 pounds at a time.

CRH is a leading global diversified building materials group, employing over 75,800 people at more than 3,160 locations in 29 countries. CRH is the leading building materials company in North America and the world. We manufacture and distribute a diverse range of superior building materials, products, and solutions, which are used extensively in construction projects of all sizes. Job Summary We are looking to add a Corporate Recruiter to focus on recruiting non-exempt positions for locations across the nation. This is an excellent entry level position on our team. Job Location This is a hybrid role based in Rochester, NY Job Responsibilities In this role, you will creatively source, identify, and screen candidates to present to internal management. This shared recruiting service will be based in Rochester, NY where you will be fully supported by an experienced and successful recruiting team with a proven track record for recruiting some of the country's best talent. Work proactively with hiring managers and HR partners to understand their immediate and upcoming hiring needs Post all open positions to multiple sources to drive applicant traffic Review and call every qualified applicant within 48 hours of receiving their application (heavily phone based) Lead the creation of a recruiting and interviewing plan for each open position Conduct regular follow-up with managers and HR partners Build networks and utilize sourcing tools to find qualified passive candidates Use our Applicant Tracking System (SuccessFactors) to organize candidate resumes, search candidates, and keep in compliance with OFCCP regulations Will manage high volume of requisitions Other duties assigned Job Requirements Bachelors' Degree in Communications, Business, HR (or related discipline) or equivalent experience 1+ years of experience sourcing and recruiting talent preferred Experience with MS Office Products, Internet search and software-based Applicant Tracking System Ability to communicate with hiring managers and candidates at all levels (written/verbal) Desire to be on the phone the majority of the day screening candidates and building relationships Bi-lingual - Spanish is a plus Compensation $47,000 - $52,000 per year Discretionary bonus 401(k) plan / group retirement savings program Short-term and long-term disability benefits Life insurance Health, dental, and vision insurance Paid time off Paid holidays What CRH Offers You Highly competitive base pay Comprehensive medical, dental and disability benefits programs Group retirement savings program Health and wellness programs An inclusive culture that values opportunity for growth, development, and internal promotion About CRH CRH has a long and proud heritage. We are a collection of hundreds of family businesses, regional companies and large enterprises that together form the CRH family. CRH operates in a decentralized, diversified structure that allows you to work in a small company environment while having the career opportunities of a large international organization. If you're up for a rewarding challenge, we invite you to take the first step and apply today! Once you click apply now, you will be brought to our official employment application. Please complete your online profile and it will be sent to the hiring manager. Our system allows you to view and track your status 24 hours a day. Thank you for your interest! CRH is an Affirmative Action and Equal Opportunity Employer. EOE/Vet/Disability CRH is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, status as a protected veteran or any other characteristic protected under applicable federal, state, or local law.

UJAMAA Construction + UJAMAA SE 20-25 hrs/week | Remote-friendly | Chicago/Midwest preferred This is not a junior recruiter role. This is a contract, part-time role intentionally designed for fractional leadership. This is not HR generalist work. And this is not agency churn. This role is for someone already recruiting in construction / AEC who wants flexibility, autonomy, and real ownership-without stepping away from meaningful work. Why this role exists UJAMAA is a growing general contractor in the Mid-west and South-East region. Like many firms at our stage, we've relied too heavily on external recruiters. We're bringing recruiting in-house to build a sustainable talent pipeline across UJAMAA and UJAMAA SE, with a focus on both experienced hires and early-career talent. You'll own recruiting. Period. What you'll do Build and maintain pipelines for: Project Managers Superintendents Project / Field Engineers Admin roles Develop college and early-career recruiting Source, screen, and qualify candidates directly Partner with executives to close candidates quickly Build referral and alumni pipelines Control when (and if) agencies are used Track recruiting metrics: cost-per-hire, pipeline depth, agency reduction This is a pipeline-building role, not reactive posting. What this is NOT You will not handle: HR policy Employee relations Benefits, payroll, or compliance Culture programs This role is recruiting only. Who this is for You're a fit if you: Recruit in construction / AEC Know how to hire PMs and Supers without agencies Build pipelines, not just fill reqs Can push hiring managers to make decisions Want flexibility without losing influence Structure & comp Part-time: 20-25 hrs/week Remote-friendly 12-month contract (renewable) $80-$95/hr + performance bonus tied to: Reduced recruiter spend Successful internal hires Pipeline health How success is measured External recruiter usage Cost-per-hire reduced 50-70% Active candidate bench for priority roles Early-career pipeline that converts and sticks If you're tired of agency churn or bloated HR roles-and want recruiting treated like a business function-this role is worth a conversation. Interested? Send a brief note or resume explaining how you've built recruiting pipelines in construction and why this role fits where you are now.

Job Title: Director, Mergers & Acquisitions Reports To: SVP - Finance Company: The Quikrete Companies --- We are seeking a highly motivated and analytical professional to join our leadership team as Director, Mergers & Acquisitions. Reporting directly to the SVP - Finance, this role will drive strategic initiatives, evaluate growth opportunities, and support long-term planning for our privately held building materials company. The ideal candidate will bring a blend of strategic thinking, financial acumen, and execution skills to help shape the company's future direction. Key Responsibilities · Strategic Support & Planning o Conduct research and prepare analyses on industry trends, competitive positioning, and market dynamics. o Support scenario modeling and sensitivity analyses for strategic and operational decision-making. · Corporate Development Execution o Develop detailed financial models and valuations to assess acquisition opportunities. o Lead financial modeling, valuation, and due diligence efforts for prospective transactions. o Support due diligence efforts by coordinating with internal teams and external advisors. o Prepare investment memos, presentations, and supporting materials for leadership review. · Project Management & Implementation o Work with cross-functional teams (accounting, finance, operations, sales, supply chain) to support execution of strategic initiatives. o Track progress and prepare reports on key projects, highlighting risks, opportunities, and outcomes. · Executive Support o Prepare presentations, briefing materials, and reports for the SVP - Finance, executive team, and Board. o Provide analytical and project support for ad-hoc strategic initiatives. Qualifications · Bachelor's degree in Finance, Accounting, Business, Economics, or related field; MBA or advanced degree a plus. · CPA designation required; prior public accounting / audit experience strongly preferred. · 2+ years of experience in corporate strategy, investment banking, management consulting, corporate development, or a related role. · Strong financial modeling, valuation, due diligence, and analytical skills. · Excellent problem-solving ability and attention to detail. · Strong communication skills, with the ability to distill complex data into clear insights and presentations. · Proven track record of managing multiple priorities and deadlines. · Familiarity with the building materials, construction, or manufacturing sector is a plus but not required. What We Offer · Opportunity to shape the future growth of a dynamic, privately held company in the building materials sector. · Direct exposure to executive leadership and involvement in high-impact strategic initiatives. · Competitive compensation and benefits package. · A collaborative, entrepreneurial, and values-driven culture

Flex is a growth-stage, NYC headquartered FinTech company that is creating the best rent payment experience. It's hard to believe that it's 2025 and paying rent on time is expensive, inflexible, and difficult. We're here to change that! Flex enables our users to pay rent throughout the month on a schedule that better fits their finances and budget. Our mission is to empower as many renters as possible with flexibility over their most significant recurring expense. After deliberately keeping a stealth profile as we built up unprecedented investor support and an enthusiastic user base, we are looking for motivated individuals to help us keep our mission growing. Will you be a part of the team? About the Role As Flex's Contract Talent Partner, you will be responsible for driving the full recruitment lifecycle-sourcing through handoff to onboarding, while delivering an exceptional experience to candidates and hiring managers. You will focus heavily on supporting Flex's growing organization, specifically having experience in; Revenue, GTM, Finance, Legal, People Team, or Tech. We anticipate about 40 hours of recruiting work a week for up to 6 months, with the possibility of extension/conversion should the need arise. What you'll do Manage the full life-cycle recruitment process from initial engagement through offer handoff to onboarding-including prescreening, interview preparation, scheduling, debriefing, and offer negotiations. Work in Greenhouse to maintain a tidy pipeline of both inbound and sourced candidates. Meet weekly with your hiring managers or fellow talent partners to discuss the hiring process, candidate pipelines, and role requirements. Phone interview candidates to assess their technical and/or product skills against the requirements of open positions. Schedule subsequent interviews with the hiring manager and interview panels. Create and deliver offers using Greenhouse software. Key Qualifications: Proven experience in full-cycle recruiting, with a strong track record of hiring for Revenue, GTM, Finance, Legal, People Team, or Tech. Must be proficient in working with Greenhouse software. Must have exceptional written and verbal communication skills. Experience using Slack and G-Suite (Gmail, Calendar) would be ideal. The national pay range for this role is $60 hourly. Individual compensation will be commensurate with the candidate's experience aligned with Flex's internal leveling guidelines and benchmarks. Life at Flex: We understand that it takes a diverse team of highly intelligent, curious, determined, empathetic, and self aware people to grow a successful company. Our HQ is located in New York City, but we have employees located throughout the US, Australia, Canada and South America. We are growing quickly, but deliberately, with a focus on building an inclusive culture. Our dynamic team has incredible perspectives to share, just as we know you do, and we take great pride in being an equal opportunity workplace. We offer many employee benefits & perks. For full-time U.S based positions we offer: Competitive medical, dental, and vision available from Day 1 Company equity 401(k) plan with company match (our company match kicks off at the beginning of 2026) Unlimited paid time off + 13 company paid holidays Parental leave Flex Cares Program Free Flex subscription For full time non-US employees, we offer Competitive compensation + company equity Unlimited PTO

Build the future, spark innovation and align your career with purpose. McKinstry is innovating the waste and climate harm out of the built environment and creating lasting impact. Together, we're building a thriving planet. Buildings are a leading contributor to the climate crisis, generating nearly 40% of total global energy-related carbon emissions. We're making a lasting impact on our industry and within our communities by addressing the climate, affordability and equity crises through: * renewables and energy services * engineering and design * construction and facility services To get where we're going, we need big thinkers, problem solvers and collaborative mindsets. Does that sound like you? The Opportunity with McKinstry We're seeking a Contract Talent Acquisition Partner to join our recruiting team in Seattle, WA. What's in it for you? * Your voice is heard - you will be able to serve as an influencer. McKinstry is the place to be if you seek an opportunity to build and maintain trustworthy relationships with your business units. * Our business leaders rely on us as talent strategists and you will be partnered closely with them to solve for talent opportunities, learn their businesses from the ground up, and partner closely with other HR partners in our dynamic and established HR team. * In joining McKinstry, you would be walking into an established team that cares about you, your opinion, your added expertise and allows you to coach and mentor junior recruiters. Here you can be a part of a work community representing a brand committed to making a positive impact and building a thriving planet. * We believe that career development is a way of life. Our team learns from each other, mentors each other, and seeks additional learning opportunities through conferences, shared learning opportunities, and outside groups and mentors. Your responsibilities will include: Recruit * Builds a talent network within business-specific practitioner communities. * Selects and directly sources, interviews, qualifies, negotiates offers and hires candidates to fill open requisitions. * Proactively networks and establishes effective working relationships. * Maintain a constant and steady focus on the marketplace and report market intelligence. * Adds value during the offer stage by ensuring candidate decision triggers are clearly understood. * Takes the lead and is resourceful and persistent in driving solutions to recruiting problems. * Demonstrate a strong client focus and commitment to continuous improvement. * Drive continuous enhancements to candidate site(s). * Screens, interviews and manages active candidates. * Insures that McKinstry's employment value proposition is communicated effectively by providing information on specific job and career advancement opportunities. * Track candidate workflows, source data, pre-screen information and all other metrics required· * Creates Boolean and other complex search strings in both paid web boards and standard search engines. * Individually and collaboratively continuously streamlines processes; drives for measurable results. * Maintain all pertinent applicant and interview data in the Applicant Tracking System. * Manages additional HR projects as required. Development * Develops creative approaches to delivering quality candidates. * Develop knowledge of assigned business groups structure, strategies, and critical skill requirements. * Possess a reputation for being exceptional at candidate generation by forgoing dynamic relationships with business leaders, hiring managers, and HR business partners to meet Talent needs. * Provides the highest quality of customer service for the organization and builds a long term high potential talent pipeline to feed future growth projection. What You Need to Succeed at McKinstry * Previous experience in recruiting for field, service, and labor positions. * A Bachelor's degree in Human Resources, Business Administration, or a related field, or equivalent work experience. * Proficiency in networking and familiarity with best search practices. * Ability to maintain strict confidentiality and discretion. * Some knowledge of multi-state and federal employment laws and regulations, including EEO, ADA, OFCCP, and general HR practices (preferred). If you're driven by our vision to build a thriving planet together, McKinstry is the place to build your career. The pay range for this position is $35.00 - $57.00/hour; however, base pay offered may vary depending on job-related knowledge, skills, and experience. Base pay information is based on market location. The McKinstry group of companies are equal opportunity employers. We are committed to providing equal employment opportunities to all employees and qualified applicants without regard to sex, gender identity, sexual orientation, age, race, color, creed, marital status, national origin, disability, veteran status, genetic information or any other basis protected by law. This policy applies to all terms and conditions of employment including, but not limited to employment, advancement, assignment, and training. This commitment to Equal Employment Opportunity is made equally as a social responsibility and as an economic and business necessity. McKinstry is a drug-free workplace. Employment is contingent upon successfully passing a pre-employment drug and alcohol test, complying with the requirements of the Immigration Reform and Control Act and a Confidentiality Agreement, in addition to successful outcomes of background and reference checks. Applicants for this role will only be considered if they possess current US Work Authorization, and do not require employer-sponsored VISA support to begin or remain in this role.

Full-time Description Reports To: HR Manager The Talent Acquisition Partner - Professional & Leadership leads recruitment for professional, technical, and corporate-level roles. This position partners closely with business unit and corporate leadership to identify and attract top talent across project management, engineering, and executive functions. The role plays a key part in positioning the company as an employer of choice for industry professionals and future leaders. Supervisory Responsibilities: • None Duties/Responsibilities • Partner with leadership to define hiring strategies for professional and executive-level positions. • Source, screen, and engage candidates through networking, headhunting, and direct outreach. • Manage the full recruitment lifecycle for mid-level, senior, and executive roles across corporate and technical functions. • Advise hiring managers on market trends, compensation, and competitive insights. • Represent the company at professional associations, university partnerships, and career fairs. • Collaborate with HR leadership on succession planning and workforce development initiatives. • Ensure a consistent, confidential, and professional candidate experience. • Partner closely with the Talent Acquisition Partner - Field & Craft to ensure consistency in process, metrics, and candidate experience. • Monitor compliance with employment laws and company policies throughout the hiring process. Requirements Required Skills/Abilities • Excellent communication, relationship management, and negotiation skills. • Proven success recruiting for professional and leadership-level roles. • Strong ability to create and execute sourcing strategies for specialized talent. • Experience using recruiting platforms such as LinkedIn Recruiter and applicant tracking systems. • Understanding of compensation structures and offer negotiation best practices. • Experience in the construction, or construction related engineering fields is required. • Ability to travel for 15-20% for networking, events, and meetings as needed. Education and Experience • Bachelor's degree in Human Resources, Business Administration, or a related field, or equivalent experience. • Minimum five years of full-cycle recruiting experience, with emphasis on engineering, professional, and leadership positions. Physical Requirements: • Prolonged periods sitting at a desk and working on a computer. • Must be able to lift up to 15 pounds at times. Bauer Foundation Corp. is a Drug-Free Workplace and an equal opportunity employer. All qualified applicants will receive consideration without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or veteran status. #LI-DNI

Job DescriptionDescription: Reports To: HR Manager The Talent Acquisition Partner - Professional & Leadership leads recruitment for professional, technical, and corporate-level roles. This position partners closely with business unit and corporate leadership to identify and attract top talent across project management, engineering, and executive functions. The role plays a key part in positioning the company as an employer of choice for industry professionals and future leaders. Supervisory Responsibilities: • None Duties/Responsibilities • Partner with leadership to define hiring strategies for professional and executive-level positions. • Source, screen, and engage candidates through networking, headhunting, and direct outreach. • Manage the full recruitment lifecycle for mid-level, senior, and executive roles across corporate and technical functions. • Advise hiring managers on market trends, compensation, and competitive insights. • Represent the company at professional associations, university partnerships, and career fairs. • Collaborate with HR leadership on succession planning and workforce development initiatives. • Ensure a consistent, confidential, and professional candidate experience. • Partner closely with the Talent Acquisition Partner - Field & Craft to ensure consistency in process, metrics, and candidate experience. • Monitor compliance with employment laws and company policies throughout the hiring process. Requirements: Required Skills/Abilities • Excellent communication, relationship management, and negotiation skills. • Proven success recruiting for professional and leadership-level roles. • Strong ability to create and execute sourcing strategies for specialized talent. • Experience using recruiting platforms such as LinkedIn Recruiter and applicant tracking systems. • Understanding of compensation structures and offer negotiation best practices. • Experience in the construction, or construction related engineering fields is required. • Ability to travel for 15-20% for networking, events, and meetings as needed. Education and Experience • Bachelor's degree in Human Resources, Business Administration, or a related field, or equivalent experience. • Minimum five years of full-cycle recruiting experience, with emphasis on engineering, professional, and leadership positions. Physical Requirements: • Prolonged periods sitting at a desk and working on a computer. • Must be able to lift up to 15 pounds at times. Bauer Foundation Corp. is a Drug-Free Workplace and an equal opportunity employer. All qualified applicants will receive consideration without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or veteran status. #LI-DNI

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Flex is a growth-stage, NYC headquartered FinTech company that is creating the best rent payment experience. It's hard to believe that it's 2025 and paying rent on time is expensive, inflexible, and difficult. We're here to change that! Flex enables our users to pay rent throughout the month on a schedule that better fits their finances and budget. Our mission is to empower as many renters as possible with flexibility over their most significant recurring expense. After deliberately keeping a stealth profile as we built up unprecedented investor support and an enthusiastic user base, we are looking for motivated individuals to help us keep our mission growing. Will you be a part of the team? About the Role We are looking for a seasoned Senior Manager of Talent Acquisition to lead, mentor, and scale our high-performing G&A Recruiting division, responsible for identifying and hiring the best talent across Finance, Strategy & Operations, Legal, Compliance and People. You will be the strategic owner of the G&A recruiting function, operating in a fast-paced, high-bar & hypergrowth environment. You will serve as a key partner to our G&A leaders, translating business objectives into a talent strategy that can meet the demands of our ambitious roadmap. You will inherit and grow a strong team of talent partners, setting the vision for operational excellence and an exceptional candidate experience. This role is ideal for a player-coach who thrives on managing tenured professionals, building scalable processes from the ground up, and directly impacting the future of our company. This is a hybrid position with on-site expectations of at least 3 days per week in our New York Headquarters. For candidates outside of the NY/NJ area, you may be eligible for our relocation assistance program. What You'll Do Strategic Ownership: Responsible for the G&A recruiting function end-to-end. Develop and execute a comprehensive hiring strategy to achieve ambitious hiring goals across all G&A departments. Executive Partnership: Act as the primary talent acquisition partner across our G&A leadership team. Use data and market insights to influence decisions, manage expectations, and report on progress against hiring plans. Team Leadership & Growth: Hire, onboard, lead and develop a high-performing team of talent partners (both full-time and contract), fostering a culture of excellence and continuous improvement, in order to meet the scaling demands of the business. Process Excellence: Help design, implement, and refine scalable, best-in-class recruiting processes that ensure a high-bar for talent and operational efficiency in a hypergrowth setting. Resource Management: In partnership with the Director of Talent, optimize any external recruiting resources, including managing agency partnerships, contractor relationships, and recruiting tools to ensure a high standard of quality and ROI. Cross-Functional Collaboration: Partner closely with the Director of Talent, People leadership, and Finance to ensure alignment on hiring philosophy, compensation, headcount planning, and talent programs. Data-Driven Strategy: Leverage analytics and key metrics (e.g., time-to-fill, pass-through rates, source-of-hire) to identify bottlenecks, guide team performance, and provide strategic insights to stakeholders. Key Qualifications 8+ years of progressive experience in Talent Acquisition, with at least 3+ years in a people management role leading and scaling G&A recruiting teams. Proven experience managing senior recruiters, demonstrating the ability to develop and coach experienced professionals. Track record of success during a "hyper-growth" phase at a high-growth technology company. Exceptional stakeholder management with the abilities to influence; you have a history of building trust and credibility with senior executives, particularly C-level/VP-level leaders. Deep expertise in building and maintaining a high-bar hiring environment. You have successfully implemented thoughtful, structured, and unbiased hiring processes for top-tier talent. An analytical and systems mindset and the ability to use data for story telling, to drive decisions, and optimize team performance. Takes pride in systems and quality control to ensure team optimization and process efficiencies. A blend of recruiting experience from both large, "best-in-class" tech companies and fast-paced, ambiguous startup environments. A strong understanding of talent attraction with previous experience recruiting for a wide range of G&A roles The compensation range for this role will be commensurate with the candidate's experience and Flex's internal leveling guidelines and benchmarks. For working locations in NY/NJ/CA, the base salary pay range will be $167,000-$178,000. Life at Flex: We understand that it takes a diverse team of highly intelligent, curious, determined, empathetic, and self aware people to grow a successful company. Our HQ is located in New York City, but we have employees located throughout the US, Australia, Canada and South America. We are growing quickly, but deliberately, with a focus on building an inclusive culture. Our dynamic team has incredible perspectives to share, just as we know you do, and we take great pride in being an equal opportunity workplace. We offer many employee benefits & perks. For full-time U.S based positions we offer: Competitive medical, dental, and vision available from Day 1 Company equity 401(k) plan with company match (our company match kicks off at the beginning of 2026) Unlimited paid time off + 13 company paid holidays Parental leave Flex Cares Program Free Flex subscription For full time non-US employees, we offer Competitive compensation + company equity Unlimited PTO

Job Opportunities Talent Acquisition Business Partner Human Resources - Newport Beach, CA McCarthy Building Companies, Inc. is America's premier, 100% employee-owned commercial construction company. With offices nationwide, we specialize in a wide range of project types that are as diverse and wide-ranging as the communities in which we build. Our innovative teams collaborate with clients and industry partners throughout the project life cycle, starting in the earliest stages of design, throughout construction and beyond project completion. McCarthy's reputation for tackling the toughest building challenges starts with our focus on developing high-performing individuals and teams. We do this through our award-winning training programs, a best-in-class Total Rewards benefits program, and a focus on equipping diverse teams of employee owners through a connected and inclusive culture aligned with our values of: Genuine. We, Not I. All In. How do McCarthy partners define our culture? We Live Our Core Values. We do whatever it takes to deliver on our promises with honesty and integrity. We are Employee Owned. We are personally invested in building the things people need in our communities. We Feel Like a Family. We value genuine connections and help each other succeed in an inclusive environment. We are Builders. We respect the work we do and everyone who helps make it happen safely. We are seeking an experienced leader who will lead all Talent Acquisition efforts for the Southern Pacific Region. The region encompasses large-scale healthcare, commercial, education, parking structure, renewable energy, and water treatment construction. In this pivotal role, you will have the opportunity to contribute to and lead enterprise-wide talent initiatives, work across divisional and functional lines, and create significant impact to our growing organization. The role will serve as a key HR support member to multiple management teams, executive leaders, and offices. We are looking for a strategic leader who can deliver results and manage a sophisticated talent acquisition program for the region. Key Responsibilities: * Strategic Consulting and Planning: Work with executive leaders on all talent acquisition items, including providing thoughtful and forward-looking analysis on projected talent needs and recruiting plans for the region. * Leverage exceptional recruiting acumen to source, recruit and to build in-depth networks of qualified candidates for every level. * Screen resumes for appropriate skills, credentials, experience, and knowledge. Interview in-person and via phone to screen for technical and cultural fit. * Provide an exceptional experience for all candidates and be a brand ambassador for the company and your region. * Client Management: Strategically partner with hiring managers to identify talent needs, develop recruiting plans, and understand candidate profiles uniquely appropriate for the business. * Partner with HR Business Partners and Executive HR Leadership to ensure talent acquisition goals are in line with HR strategy, and leverage their expertise in hiring decisions and strategies * Build strong working relationships with senior and mid-level management on a consistent basis to ensure overall priorities are correctly assessed and processes are understood. * Effectively track, organize and communicate recruiting related data with a sophisticated and methodical approach, ensuring all data is up to date and accurate. * Ensure compliance with all legal/governmental/regulatory requirements. Qualifications: * Bachelors Degree in related field. * 10+ years as a Recruiter/HR Professional working in Construction, Engineering or related industry. * Commitment to our Core Values: Genuine. We, Not I. All In. * Demonstrated track record of name generation, sourcing, cold calling and successful hiring of mid-level and executive level candidates in a highly competitive industry. * Experience being part of college relations recruiting programs a plus. * Experience working in a Fortune 1000 business environment a plus; ability to work within company structure and across variety of departments critical. * Well-developed analytical skills. * Exceptional organizational and project management skills. * Knowledge of current HR issues, trends, and best practices. * Effective written and oral communicator. * Ability to collaborate and build relationships. * Proven ability to initiate and effectively implement new processes. McCarthy is proud to be an equal opportunity and affirmative action employer regardless of race, color, gender, age, sexual orientation, gender identity, religious beliefs, marital status, genetic information, national origin, disability or protected veteran status. The salary range for this position is: $110,000 - $125,000. This does not include possible bonus and other benefits which can impact total compensation. Compensation offered may vary based on work location, experience, qualifications, specialty, training, and market and business considerations, among other factors. #LI-PY1

As the Talent Acquisition Manager at Mortenson, you will play a critical leadership role in guiding and scaling the Experienced and Craft recruiting functions in support of our rapidly growing business. This position is responsible for building and leading a high-performing team of recruiters to attract, engage, and hire exceptional talent across Mortenson's diverse business groups. You will partner closely with leaders across the organization to shape strategic hiring plans, drive alignment, and ensure we have the people and capabilities needed to meet current and future business demands. This is both a strategic and hands-on leadership opportunity for someone passionate about talent, workforce planning, and building high-impact teams in a fast-paced, purpose-driven environment. RESPONSIBILITIES Ensure Operational Excellence - oversee the full-cycle professional recruiting processes, including resource allocation, requisition prioritization, and process execution. Track performance metrics, assess trends, and drive continuous improvement. Lead and Inspire a High-Performing Team - provide strategic leadership to a team of Talent Acquisition Supervisors and a large, experienced team of Talent Acquisition professionals. Provide coaching, guidance, and performance feedback that supports individual growth and team success. Drive Strategic Alignment - partner closely with senior business leaders, HR partners, and workforce planning teams to ensure recruiting strategies directly support Mortenson's business priorities, workforce needs, and growth trajectory. Build Scalable Recruiting Strategies - in partnership with Talent Acquisition Operations, design and implement recruiting processes that scale with the business while maintaining a high-quality candidate and hiring manager experience. Advance Employer Brand & Candidate Experience - champion Mortenson's team member value proposition in the marketplace through consistent messaging, candidate engagement, and inclusive recruiting practices. Collaborate Across Talent & HR Functions - work in close collaboration with learning & development, DEI, and HR teams to ensure a cohesive talent strategy that addresses attraction, development, and retention. Provide Thought Leadership - stay ahead of industry trends, labor market shifts, and recruitment best practices. Provide guidance and insight to internal stakeholders to ensure Mortenson remains competitive in the talent acquisition landscape. QUALIFICATIONS Bachelor's degree in business, human resources, or a related field, or an equivalent combination of education and professional experience 8+ years of recruiting or talent acquisition experience, including 3+ years in a leadership or managerial role Proven experience leading, coaching, and developing high-performing recruiting teams Demonstrated ability to partner with senior leaders to build workforce plans and execute recruiting strategies aligned to business goals Deep understanding of full-cycle recruiting processes, systems, and tools (e.g., ATS, sourcing platforms, metrics) Strong communication, influencing, and stakeholder management skills across all levels of the organization Experience designing and executing scalable hiring programs in high-growth or complex environments Analytical mindset with experience using data to drive performance, identify gaps, and improve outcomes Commitment to inclusive hiring practices and building diverse teams Agile, collaborative, and solutions-oriented with a passion for people and building strong teams A few benefits offered include: (for Non-Craft & Non-Union Craft working 25+ hours / week) Medical and prescription drug plans that includes no additional cost vision coverage Dental plan 401k retirement plan with a generous Mortenson match Paid time off, holidays, and other paid leaves Employer paid Life, AD&D, and disability insurance No-Cost mental health tool and concierge with extensive work-life resources Tuition reimbursement Adoption Assistance Gym Membership Discount Program The base pay range for this role is $110,300 - $165,500. (Actual range is higher for the following office locations: Denver, CO and Chicago, IL - 5%, Seattle, WA, and Portland, OR - 10%, Washington, D.C. - 12.5%). Base pay is positioned within the range based on several factors including an individual's knowledge, skills, and experience, with consideration given to internal equity. #LI-PM1 Please make note: Visa sponsorship is not offered for this position. Our postings are typically open a minimum of 5 days and an average of 44 days. ABOUT MORTENSON As a top builder, developer, and EPC (Engineering, Procurement, and Construction), our expertise spans markets like sports, renewable energy, data centers, healthcare, and more. We are builders at heart, working to ensure the built environment has a lasting positive impact. Let's Redefine Possible Equal Employment Opportunity Your uniqueness brings new and creative perspectives to the team. Mortenson is committed to providing equal opportunities of employment (EOE) to all individuals, regardless of your race, religion, gender, national origin, age, veteran status, disability, marital status or any other legally protected category. Other Items to Note Mortenson reserves the right to hire any individual without legal or financial obligation on unwanted solicitations. No agency emails, calls, or solicitations are accepted without a valid agreement. Must be currently legally authorized to work in the U.S. without sponsorship for employment visa status (e.g., H1B status, 0-1, TN, CPT, OPT, etc.). We are unable to sponsor or take over sponsorship of an employment Visa at this time.

Division: Philadelphia Main Minimum Years Experience: Travel Involved: Job Type: RegularJob Classification: ExperiencedEducation:Job Family:Human ResourcesCompensation:Salaried Exempt The Talent Acquisition Manager will lead sourcing, recruitment, and the selection process in the region. They will partner with HR/Operations to develop strategic staffing plans to fill open requisitions and proactively deliver top talent. Essential Duties & Key Responsibilities: * Drive company culture, values, and contribute new approaches, policies, and procedures to support continuous improvement in overall services of Talent Acquisition (TA) team. * Serve as trusted advisor and build partnerships with local management and staff to provide guidance and communication regarding TA best practices and activities. * Participate in defining TA goals and decision making for regional HR teams, promote efficiency and consistency of TA practices, and ensure compliance with federal, state and local laws, and company policies. * Deliver timely performance feedback for regional HR TA team and execute/contribute to performance appraisals during annual performance cycle, utilizing talent management systems. * Design, develop, and implement D&I programs to support attraction of diverse applicant pools. * Establish TA best practices and facilitate candidate sharing/networking across TA teams company wide. * Research market and industry trends and events to target candidate pools and develop network of external contacts to leverage as talent acquisition sources. * Identify top passive candidates in market and foster relationships as prospective hires. * Source, screen, and interview candidates and negotiate compensation packages in coordination with local region's HR/Operations teams; enable smooth, efficient, cost effective relocations when applicable. * Manage Experienced Tracking System (ETS) to facilitate internal mobility opportunities for employees company wide. Partner with regional HR/Operations teams and other business units to identify and expedite internal candidates' mobility and transfers, including: * Develop, implement, and share best practices methods for external social media, data mining, and using LinkedIn Recruiter to target top candidates. * Produce reports/metrics for leadership including current job activity, candidate flow and hiring trends. Analyze and interpret key data and market research, share best-in-class TA activity recommendations with local HR. * Manage key external sourcing relationships, vendor selection, negotiation, and contract terms. * Provide subject matter expertise on TA matters and direction and training on processes, including interviewing techniques. * Regional management of campus program varies by geographic location: Qualifications: * Bachelor's Degree from accredited degree program in Human Resources or related field preferred, and minimum 7 years of progressive Talent Acquisition experience, or equivalent combination of education and experience, and 3 years of supervisory or management experience, required. * Professional in Human Resources (HRCI PHR) or Society of Human Resources Management Certified Professional (SHRM CP) certification, preferred * Construction or construction-related industries or experience with mid-size (10,000+ employees) organization, preferred * Good understanding of business and construction operations * Creative mindset and expert in sourcing applicants via social media data mining and LinkedIn Recruiter * Management experience * Excellent interpersonal, client service, and candidate management skills * Expertise in diversity sourcing strategies * Excellent active listening skills with professional presentation delivery and written communication skills * Excellent problem solving skills; ability to diagnose and implement process efficiencies * Strong project management skills, ability to work on concurrent searches * Understand use and impact of technology on recruiting processes and outcomes * Strong leadership and organizational skills with ability to adapt to shifting priorities * Familiar with lean culture and concepts, continuous improvement principles, methods, and tools Physical Demands: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is frequently required to sit, use hands to finger, handle, or feel objects, tools, or controls; and reach with hands, talk, and hear. The employee frequently views a computer monitor and frequently uses a computer keyboard. Specific vision abilities required by this job include close vision, peripheral vision, depth perception, and the ability to adjust focus. The employee is regularly required to be mobile and the employee regularly travels both short and long distances via a variety of conveyances. The employee occasionally performs work on-site at construction work sites, office locations, and/or off-site venues. The employee must regularly lift and/or move up to 10 pounds and occasionally lift and/or move up to 25 pounds. Work Environment: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee regularly works in an office or remote setting. The noise in the work environment is usually quiet to moderate in an office setting. While performing the duties of this job, the employee may occasionally work at construction work sites where the employee is exposed to moving mechanical parts, high precarious places, fumes or airborne particles, outside weather conditions, and risk of electrical shock. The noise in the work environment is usually moderate to loud. The employee is required to work in compliance with company safety policies, procedures, and applicable laws. Turner is an Equal Opportunity Employer - race, color, religion, sex, sexual orientation, gender identity, national origin, disability, status as a protected veteran, or other characteristics protected by applicable law.

**ABOUT YOU** Do you like finding the needle in the haystack? Are you known to think out of the box to find the perfect candidate? If the answer is, "Yes!" then we have an exciting, in-house Talent Acquisition opportunity for you. Who are we? We're ARCO - A Family of Construction Companies. ARCO/Murray is currently seeking a highly motivated Talent Acquisition Manager to join our team. With 3-10 years of full-cycle recruiting experience, you'll play a key role in shaping our recruitment strategy, optimizing processes, and partnering closely with leadership to attract the best and brightest. **WHAT WE CAN OFFER YOU** We are dedicated to the well-being of our associates and are proud to be consistently recognized as a Best Place to Work. Our compensation and benefits package not only supports our associates and their families but benefits local communities and communities around the world. + Industry-leading performance-based bonus program + Employee Stock Ownership Plan (ESOP) + Traditional and Roth 401k + Tuition reimbursement for associates + Scholarship for associates' children up to $28,000 per child + 1-month paid sabbatical after every five years of employment, plus $5,000 for travel + 1-week paid volunteer leave each year + 100% charitable match + Medical, dental, and vision insurance coverage + 100% paid 12-week maternity leave At ARCO, our first core value is to treat people fairly and do the right thing. We are proud to be a drug-free workplace and an equal opportunity employer, and all qualified applicants will receive consideration for employment. From recruiting, training, and hiring practices to selecting our subcontractors, we understand that the diversity of all those involved in the construction process enhances our ability to deliver the best solutions to our customers. We hire the best and the brightest from across the country - constructing a team of experts in architecture, design, engineering, project management, and business services. **A DAY IN THE LIFE** + Responsible for full cycle recruiting from sourcing, cold calling, and managing active candidates + Managing full interview process from first phone screen to offer creation + Experience using recruiting tools such as LinkedIn Recruiter and ZoomInfo + Work with leadership team to develop new recruiting strategies + Build database of leads and maintain relationships with potential candidates + Build best practices and procedures for hard to fill positions + Manage candidate interview process via applicant tracking system + Manage all job creation, postings, and external candidate marketing + Various projects requested by Director of Talent Acquisition **NECESSARY QUALIFICATIONS** + 3-10 years of full cycle recruitment experience preferably in construction or engineering recruiting + Must have prior or current agency recruiting experience + Bachelor's degree preferred + Must be extremely organized and self-motivated + Ability to plan and manage multiple activities to accomplish desired results + Familiarity with applicant tracking systems; ICIMs preferred + Experience managing multiple hiring managers/executive leaders **MAKE YOUR MOVE** We are proud to be one of the fastest-growing, privately-owned companies in America, celebrating over 30 years of experience as design-build experts. We have completed over 6,550 design-build projects nationwide. We ranked #6 on ENR's Design-Build Firms list and #29 on ENR's Top 400 Contractors list of 2025. Most importantly, our clients like us, trust us and want to do business with us. We are looking for people with the same enthusiasm, passion, and respect for the hard work that brought us to where we are today. Are you a person that can make a difference at ARCO? If the answer is, "Yes!" we look forward to meeting you. _ARCO does not accept unsolicited resumes from individual recruiters or third-party recruiting agencies without pre-approval from ARCO's Human Resource team. Pre-approval is required before any external candidate can be submitted. ARCO will not be responsible for fees related to unsolicited resumes and for candidates who are sent directly to our hiring managers. Agencies must have a fully executed vendor agreement in place as well as written approval to submit candidates from an ARCO TA Manager for a specific position before submitting candidates._ _\#LI-CM4 #LI-Onsite_ **LEGAL DISCLAIMER** EOE, including disability/vets

At GeoStabilization International (GSI), we solve some of the toughest infrastructure challenges in North America - stabilizing slopes, preventing landslides, and protecting communities from natural hazards. Our engineers and field experts work in extreme conditions to deliver fast, safe, and lasting solutions. We're looking for a Manager of Professional Talent Acquisition - a high-impact recruiting leader who can attract top technical, professional and executive talent while elevating the performance of our recruiting team. This role is ideal for someone who thrives in a fast-moving, results-driven culture and can develop the systems, discipline, talent pipelines and team capabilities needed to fill mission-critical roles with speed and precision. You'll personally own leadership searches while coaching a small team of recruiters supporting corporate, engineering and construction PMO roles. You'll set standards for sourcing quality, interviewing discipline, and talent calibration across the business. Responsibilities Leadership & Team Development * Lead, mentor, and coach a team of 2-3 recruiters and an offshore sourcing team while supporting professional and leadership hiring. * Set clear performance expectations around speed-to-slate, speed-to-submit, and offer acceptance rates, driving accountability through weekly pipeline reviews and continuous improvement. * Partner closely with the Head of Talent Acquisition to design and execute strategies that raises new hire levels of intelligence, problem solving ability, initiative and humility. * Build and manage recruiter playbooks, interview frameworks, and scorecards to ensure consistent selection quality. * Drive adoption of structured interviews and data integrity in our ATS, ensuring every hire meets GSI's performance and leadership potential standards. Hands-On Recruiting Execution * Personally recruit for executive level roles in multiple functions. * Manage college recruitment programs, creating high-pull-through internships that bring exceptional engineering and project management talent into the business. * Partner directly with business leaders to define success profiles, role requirements, and hiring priorities. * Source and engage top 10% talent through LinkedIn Recruiter, GEM, industry networks, and referrals - with precision targeting and fast-cycle follow-up. * Manage the full recruitment life cycle from intake to close, ensuring exceptional candidate experience and hiring manager alignment. Operational Excellence, Analytics & Insights * Track and report recruiting KPIs: speed-to-slate, source-of-hire, quality of hire, and conversion rates. * Use various KPI and operational data to discover, investigate and launch improvements in areas of opportunity in collaboration with the team, customers and other stakeholders. Partner with Recruitment Marketing to align brand messaging, job postings, and candidate engagement campaigns. * Serve as a trusted advisor to hiring leaders, bringing market intelligence, data insights, and recruiting best practices. * Continuously evaluate tools, technology, and processes to improve recruiter efficiency and candidate quality. * Serve as a culture carrier for the TA function - modeling professionalism, ownership, and data-driven decision-making. Qualifications Required: * 6-10 years of progressive recruiting experience, including technical or engineering recruiting in construction, geotechnical, or infrastructure industries. * Minimum 2 years leading or mentoring recruiters, sources, or talent specialists. * Proven success filling hard-to-hire technical and leadership roles under tight timelines and working with top leaders in the organization. * Demonstrated ability to manage multiple requisitions and projects while maintaining quality and speed. * Strong command of sourcing tools and systems (LinkedIn Recruiter, GEM, ATS/CRM platforms). * Excellent interpersonal and storytelling skills with the ability to influence both senior leaders and top-tier candidates. * Analytical mindset - comfortable using recruiting data to identify gaps, coach team members, and improve performance. Preferred: * Experience recruiting for engineering functions that do design, field, and sales work. * Strong understanding of behavioral and competency-based interview frameworks. * Bachelor's degree in Human Resources, Business, or Engineering-related field. * Demonstrated career progression and leadership trajectory within Talent Acquisition. What Success Looks Like Within your first 90 days, you will: * Establish rhythm and performance expectations with your recruiter team - weekly pipeline and metric reviews.Develop and publish standardized interview scorecards for professional-level roles based on developed competency models. * Partner with TA leadership and recruitment marketing to focus offshore sourcing, pipelining and candidate experience models to improve time to slate and time to fill across critical job categories. * Help stand up a new ATS and integrate sourcing tools. * Be recognized by business leaders as a trusted advisor on hiring strategy and talent quality. Compensation & Benefits * Competitive base salary (Denver market range: $105,000-$125,000, commensurate with experience) * Annual performance-based incentive bonus * Participation in the company equity share program * Comprehensive health, dental, and vision coverage * 401(k) with company match * Paid time off and paid holidays * Relocation assistance available for candidates willing to move to Westminster, CO * Career path toward Director of Talent Acquisition or Head of Recruiting for top performers Why Join GSI At GSI, you won't just fill jobs - you'll build teams that stabilize mountains, protect communities, and save lives. Our work combines innovation, speed, and mission-driven purpose - and our people reflect that same standard of excellence. You'll be part of a TA team that's redefining what "great hiring" looks like in construction and engineering - where data, discipline, and creative sourcing meet real-world impact. GSI is an equal opportunity employer.

At GeoStabilization International (GSI), we solve some of the toughest infrastructure challenges in North America - stabilizing slopes, preventing landslides, and protecting communities from natural hazards. Our engineers and field experts work in extreme conditions to deliver fast, safe, and lasting solutions. We're looking for a Manager of Professional Talent Acquisition - a high-impact recruiting leader who can attract top technical, professional and executive talent while elevating the performance of our recruiting team. This role is ideal for someone who thrives in a fast-moving, results-driven culture and can develop the systems, discipline, talent pipelines and team capabilities needed to fill mission-critical roles with speed and precision. You'll personally own leadership searches while coaching a small team of recruiters supporting corporate, engineering and construction PMO roles. You'll set standards for sourcing quality, interviewing discipline, and talent calibration across the business. Responsibilities Leadership & Team Development Lead, mentor, and coach a team of 2-3 recruiters and an offshore sourcing team while supporting professional and leadership hiring. Set clear performance expectations around speed-to-slate, speed-to-submit, and offer acceptance rates, driving accountability through weekly pipeline reviews and continuous improvement. Partner closely with the Head of Talent Acquisition to design and execute strategies that raises new hire levels of intelligence, problem solving ability, initiative and humility. Build and manage recruiter playbooks, interview frameworks, and scorecards to ensure consistent selection quality. Drive adoption of structured interviews and data integrity in our ATS, ensuring every hire meets GSI's performance and leadership potential standards. Hands-On Recruiting Execution Personally recruit for executive level roles in multiple functions. Manage college recruitment programs, creating high-pull-through internships that bring exceptional engineering and project management talent into the business. Partner directly with business leaders to define success profiles, role requirements, and hiring priorities. Source and engage top 10% talent through LinkedIn Recruiter, GEM, industry networks, and referrals - with precision targeting and fast-cycle follow-up. Manage the full recruitment life cycle from intake to close, ensuring exceptional candidate experience and hiring manager alignment. Operational Excellence, Analytics & Insights Track and report recruiting KPIs: speed-to-slate, source-of-hire, quality of hire, and conversion rates. Use various KPI and operational data to discover, investigate and launch improvements in areas of opportunity in collaboration with the team, customers and other stakeholders. Partner with Recruitment Marketing to align brand messaging, job postings, and candidate engagement campaigns. Serve as a trusted advisor to hiring leaders, bringing market intelligence, data insights, and recruiting best practices. Continuously evaluate tools, technology, and processes to improve recruiter efficiency and candidate quality. Serve as a culture carrier for the TA function - modeling professionalism, ownership, and data-driven decision-making. Qualifications Required: 6-10 years of progressive recruiting experience, including technical or engineering recruiting in construction, geotechnical, or infrastructure industries. Minimum 2 years leading or mentoring recruiters, sources, or talent specialists. Proven success filling hard-to-hire technical and leadership roles under tight timelines and working with top leaders in the organization. Demonstrated ability to manage multiple requisitions and projects while maintaining quality and speed. Strong command of sourcing tools and systems (LinkedIn Recruiter, GEM, ATS/CRM platforms). Excellent interpersonal and storytelling skills with the ability to influence both senior leaders and top-tier candidates. Analytical mindset - comfortable using recruiting data to identify gaps, coach team members, and improve performance. Preferred: Experience recruiting for engineering functions that do design, field, and sales work. Strong understanding of behavioral and competency-based interview frameworks. Bachelor's degree in Human Resources, Business, or Engineering-related field. Demonstrated career progression and leadership trajectory within Talent Acquisition. What Success Looks Like Within your first 90 days, you will: Establish rhythm and performance expectations with your recruiter team - weekly pipeline and metric reviews. Develop and publish standardized interview scorecards for professional-level roles based on developed competency models. Partner with TA leadership and recruitment marketing to focus offshore sourcing, pipelining and candidate experience models to improve time to slate and time to fill across critical job categories. Help stand up a new ATS and integrate sourcing tools. Be recognized by business leaders as a trusted advisor on hiring strategy and talent quality. Compensation & Benefits Competitive base salary (Denver market range: $105,000-$125,000, commensurate with experience) Annual performance-based incentive bonus Participation in the company equity share program Comprehensive health, dental, and vision coverage 401(k) with company match Paid time off and paid holidays Relocation assistance available for candidates willing to move to Westminster, CO Career path toward Director of Talent Acquisition or Head of Recruiting for top performers Why Join GSI At GSI, you won't just fill jobs - you'll build teams that stabilize mountains, protect communities, and save lives. Our work combines innovation, speed, and mission-driven purpose - and our people reflect that same standard of excellence. You'll be part of a TA team that's redefining what “great hiring” looks like in construction and engineering - where data, discipline, and creative sourcing meet real-world impact. GSI is an equal opportunity employer.

At GeoStabilization International (GSI), we solve some of the toughest infrastructure challenges in North America - stabilizing slopes, preventing landslides, and protecting communities from natural hazards. Our engineers and field experts work in extreme conditions to deliver fast, safe, and lasting solutions. We're looking for a Manager of Talent Acquisition High Volume Placement - a high-impact recruiting leader who can drive coordinated, on-time delivery of construction crew hires against revenue forecasts. This role is ideal for someone who thrives in a fast-moving, results-driven culture and can develop the systems, discipline, and talent pipelines needed to fill critical roles in a growing, high-demand environment. You'll personally recruit while coaching a small team of front-line recruiters managing hiring needs across the front line operational units within the GSI portfolio. You'll set standards for sourcing quality, interviewing discipline, and talent calibration across the business. Responsibilities Leadership & Team Development Lead, mentor, and coach a team of 3-5 recruiters and an offshore sourcing team while supporting front-line hiring. Set clear performance expectations, driving accountability through daily visual management, pipeline reviews and continuous improvement. Partner closely with the Head of Talent Acquisition to design and execute strategies that raise the problem-solving skills, learning agility, and career-mindedness of our front-line crews. Build and manage recruiter playbooks, interview frameworks, and scorecards to ensure consistent selection quality. Drive adoption of structured interviews and data integrity in our ATS, ensuring every hire meets GSI's performance and leadership potential standards. Hands-On Recruiting Execution Personally recruit for senior-level crew and operations roles. Partner directly with business and operations leaders to continue refining our workforce plan, demand plan, and hiring success models. Ideate, test and manage a variety of tools and programs designed to increase the volume and quality of the front-line applicant funnel based on specific business requirements. Manage the candidate journey to maximize speed, pull-through rates and quality Operational Excellence, Analytics & Insights Use various KPI and operational data to discover, investigate and launch improvements in areas of opportunity in collaboration with the team, customers and other stakeholders. Partner with Recruitment Marketing to align brand messaging, job postings, and candidate engagement campaigns. Continuously evaluate tools, technology, and processes to improve recruiter efficiency and candidate quality. Serve as a culture carrier for the TA function - modeling professionalism, ownership, and data-driven decision-making. Qualifications Required: 6-10 years of progressive recruiting experience, including high-volume, workforce demand driven recruiting. Minimum 2 years leading or mentoring recruiters, sources, or talent specialists. Proven success improving fill rates, attrition, and other critical high-volume KPIs. Demonstrated ability to manage a fluid requisition demand and projects, while maintaining quality and speed for both you and the team. Strong command of recruitment process, tools and systems related to high-volume recruitment. Excellent interpersonal and storytelling skills with the ability to influence both senior leaders and top-tier candidates. Analytical mindset - comfortable using recruiting data to identify gaps, coach team members, and improve performance. Preferred: Experience recruiting high volume in the construction, manufacturing, trades or similar environments. Strong understanding of behavioral and competency-based interview frameworks. Bachelor's degree in Human Resources, Business, or Engineering-related field. Demonstrated career progression and leadership trajectory within Talent Acquisition. What Success Looks Like Within your first 90 days, you will Understand the business, work, job structures and workforce/demand planning process. Establish rhythm and performance expectations with your recruiter team - daily and weekly pipeline and metric reviews. Partner with TA leadership and recruitment marketing to focus offshore sourcing, pipelining and candidate experience models to improve time to slate, time to fill, pull-through and quality metrics across critical job categories. Help stand up a new ATS and integrate sourcing tools. Be recognized by business leaders as a trusted advisor on hiring strategy and talent quality. Compensation & Benefits Competitive base salary (Denver market range: $105,000-$125,000, commensurate with experience) Annual performance-based incentive bonus Participation in the company equity share program Comprehensive health, dental, and vision coverage 401(k) with company match Paid time off and paid holidays Relocation assistance available for candidates willing to move to Westminster, CO Career path toward Director of Talent Acquisition or Head of Recruiting for top performers Why Join GSI At GSI, you won't just fill jobs - you'll build teams that stabilize mountains, protect communities, and save lives. Our work combines innovation, speed, and mission-driven purpose - and our people reflect that same standard of excellence. You'll be part of a TA team that's redefining what “great hiring” looks like in construction and engineering - where data, discipline, and creative sourcing meet real-world impact. GSI is an equal opportunity employer.

At GeoStabilization International (GSI), we solve some of the toughest infrastructure challenges in North America - stabilizing slopes, preventing landslides, and protecting communities from natural hazards. Our engineers and field experts work in extreme conditions to deliver fast, safe, and lasting solutions. We're looking for a Manager of Talent Acquisition High Volume Placement - a high-impact recruiting leader who can drive coordinated, on-time delivery of construction crew hires against revenue forecasts. This role is ideal for someone who thrives in a fast-moving, results-driven culture and can develop the systems, discipline, and talent pipelines needed to fill critical roles in a growing, high-demand environment. You'll personally recruit while coaching a small team of front-line recruiters managing hiring needs across the front line operational units within the GSI portfolio. You'll set standards for sourcing quality, interviewing discipline, and talent calibration across the business. Responsibilities Leadership & Team Development * Lead, mentor, and coach a team of 3-5 recruiters and an offshore sourcing team while supporting front-line hiring. * Set clear performance expectations, driving accountability through daily visual management, pipeline reviews and continuous improvement. * Partner closely with the Head of Talent Acquisition to design and execute strategies that raise the problem-solving skills, learning agility, and career-mindedness of our front-line crews. * Build and manage recruiter playbooks, interview frameworks, and scorecards to ensure consistent selection quality. * Drive adoption of structured interviews and data integrity in our ATS, ensuring every hire meets GSI's performance and leadership potential standards. Hands-On Recruiting Execution * Personally recruit for senior-level crew and operations roles. * Partner directly with business and operations leaders to continue refining our workforce plan, demand plan, and hiring success models. * Ideate, test and manage a variety of tools and programs designed to increase the volume and quality of the front-line applicant funnel based on specific business requirements. * Manage the candidate journey to maximize speed, pull-through rates and quality Operational Excellence, Analytics & Insights * * Use various KPI and operational data to discover, investigate and launch improvements in areas of opportunity in collaboration with the team, customers and other stakeholders. * Partner with Recruitment Marketing to align brand messaging, job postings, and candidate engagement campaigns. * Continuously evaluate tools, technology, and processes to improve recruiter efficiency and candidate quality. * Serve as a culture carrier for the TA function - modeling professionalism, ownership, and data-driven decision-making. Qualifications Required: * 6-10 years of progressive recruiting experience, including high-volume, workforce demand driven recruiting. * Minimum 2 years leading or mentoring recruiters, sources, or talent specialists. * Proven success improving fill rates, attrition, and other critical high-volume KPIs. * Demonstrated ability to manage a fluid requisition demand and projects, while maintaining quality and speed for both you and the team. * Strong command of recruitment process, tools and systems related to high-volume recruitment. * Excellent interpersonal and storytelling skills with the ability to influence both senior leaders and top-tier candidates. * Analytical mindset - comfortable using recruiting data to identify gaps, coach team members, and improve performance. Preferred: * Experience recruiting high volume in the construction, manufacturing, trades or similar environments. * Strong understanding of behavioral and competency-based interview frameworks. * Bachelor's degree in Human Resources, Business, or Engineering-related field. * Demonstrated career progression and leadership trajectory within Talent Acquisition. What Success Looks Like Within your first 90 days, you will * Understand the business, work, job structures and workforce/demand planning process. * Establish rhythm and performance expectations with your recruiter team - daily and weekly pipeline and metric reviews. * Partner with TA leadership and recruitment marketing to focus offshore sourcing, pipelining and candidate experience models to improve time to slate, time to fill, pull-through and quality metrics across critical job categories. * Help stand up a new ATS and integrate sourcing tools. * Be recognized by business leaders as a trusted advisor on hiring strategy and talent quality. Compensation & Benefits * Competitive base salary (Denver market range: $105,000-$125,000, commensurate with experience) * Annual performance-based incentive bonus * Participation in the company equity share program * Comprehensive health, dental, and vision coverage * 401(k) with company match * Paid time off and paid holidays * Relocation assistance available for candidates willing to move to Westminster, CO * Career path toward Director of Talent Acquisition or Head of Recruiting for top performers Why Join GSI At GSI, you won't just fill jobs - you'll build teams that stabilize mountains, protect communities, and save lives. Our work combines innovation, speed, and mission-driven purpose - and our people reflect that same standard of excellence. You'll be part of a TA team that's redefining what "great hiring" looks like in construction and engineering - where data, discipline, and creative sourcing meet real-world impact. GSI is an equal opportunity employer.

At Pacific Seafood, we do more than just provide the world with the healthiest proteins on the planet. We are an excellence-driven organization committed to being the brand of choice in the marketplace and the employer of choice in the community. We believe in servant leadership, investing in our team members, and rewarding performance. We live by the core values of our Diamond Philosophy: Quality, Teamwork, Productivity, and Excellence-which means consistently doing your best and always striving to do better. Summary: The Talent Acquisition Manager partners with HR Managers and hiring managers to develop sourcing strategies to attract high caliber candidates to build Pacific Seafood - Processing Division's high performing, passionate, and innovative teams. You will collaborate with the HR team to align organization and marketing strategies to meet social media recruitment initiatives and achieve talent acquisition goals. You are an adept manager who will collaborate to build Pacific Seafood's social media recruitment competitive advantage, source candidates through online social media networking tools, promote Pacific Seafood's employer of choice brand, and build and maintain relationships online to proactively fill the talent pipeline. Key Responsibilities: 1. Brand Awareness and Outreach Management: * Maintain an innovative approach with social media and build strong supporting networks to communicate job acquisitions successfully and within the right niche. * Design content that works to portray the Pacific Seafood brand as an employer of choice using niche tools such as Facebook, Instagram, Twitter, and LinkedIn. Stays abreast of new and innovative social media trends and technology to ensure competitive advantage with social media recruitment. * Use social media sites to boost traffic to Pacific Seafood's career site and talent networks, building awareness around open job acquisitions and recruiting/hiring events. * Collaborate with the Central Services recruiting team to create content design, social media initiatives, and social media calendar in alignment with other communication campaigns. 2. Recruiting and Applicant Management: * Build applicant sources through active and passive recruiting; implement creative recruiting resources to attract qualified professionals by researching and contacting employment agencies, recruiters, direct messaging, media, internet sites, etc. and maintaining rapport. * Utilize Applicant Tracking System (ATS) to manage active requisitions and assist hiring managers and HR with talent needs. * Maintain ongoing recruitment reports and open job update communications to be shared on a weekly basis * Collaborate with the human resources managers, and hiring managers to build relationships, identify workforce patterns, trends and department/division needs in a multi-state, multi-location environment. * Lead the full cycle recruitment process including requisition approval, job advertising, candidate sourcing, application review, candidate screening, hiring manager briefing, interview strategy and offer process. * Support hiring managers and HR teams with training on effective interviewing and hiring skills, ensuring consistency in best practices and compliance across the organization. * Partner with HR leadership to review and assess compensation trends within markets to align pay practices competitively and fairly. * Plan and coordinate event sponsorships, job fairs, and on-site activations, ensuring high visibility as an employer of choice within target demographics and priority geographies. * Oversee the management of the seasonal workforce including coordination with agencies and travel arrangements. 3. Relationship Building and Candidate Experience Management: * Understand candidate needs and successfully close candidates; partner with location HR Representatives and hiring managers to ensure a high degree of professionalism when generating and negotiating complex offers that potentially involve pre-closing, competitive offers, multifaceted total compensation plans, and equity to understand what resonates with candidates and compels them to choose Pacific Seafood. * Ensure that every candidate has an exceptional and inclusive experience; engage and cultivate relationships with active and passive candidates to fill current requisitions and prepare for future needs by building the pipeline. * Maintain and promote EEOC compliance during recruitment and hiring processes. Additional responsibilities may be assigned as deemed necessary to support the overall goals and objectives of the position. What You Bring to Pacific Seafood: Required: * BA/BS degree from an accredited college or university in Business Administration, Human Resources, Marketing, or related field. * Minimum 5 years of recruiting experience, managing recruitment efforts in a multi-state, multi-location environment. * Experience leading successful social media recruiting campaigns. * Ability to travel 15-25% of the time, as required. Preferred: * Previous recruiting experience in a manufacturing, food production, or distribution environment. * Previous experience using online Applicant Tracking Systems (ATS). * Experience with seasonal hiring. Total Compensation: At Pacific Seafood, your base wage is only a portion of your overall compensation package. We invest in our Team Members through a comprehensive and attractive total rewards package, including but not limited to: * Health insurance benefits options, including medical, prescription, vision, dental, basic group life and short term disability. * Flexible spending accounts for health flex and dependent care expenses. * 401(k) Retirement Plan options with generous annual company profit sharing match. * Paid time off for all regular FT team members, to include paid sick, vacation, holiday, and personal time. * Employee Assistance Program- Confidential professional counseling, financial, and legal assistance provided at no charge to Team Members and immediate family members * Product purchase program.