Talent Acquisition Manager - Power & Utilities

We need to output HTML fragment with sections: About the role? Actually we have sections: About Us, Position Overview, Key Responsibilities (with subparts), Qualifications, Preferred Experience, Why CARIAN, Compensation, maybe Benefits? The posting includes compensation and benefits description. Also schedule: Monday through Friday; hybrid, with three days per week on-site. Location: Somerset, NJ. Job Type: Full-time. Travel: Occasional travel for recruiting events, etc. We must use

for section headings (e.g., About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). We should only include sections that have real specific content. We need to preserve all substantive info, not invent or summarize away detail. Remove boilerplate like EEO, etc. Also remove duplicated lines, application instructions (none). We need to include location, job type, schedule, travel maybe as part of a short

or drop it. The instruction: "do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short

or drop it." So we can include location, job type, schedule, travel in a paragraph maybe under a heading? But we shouldn't create headings for metadata unless they correspond to allowed headings like Schedule, Benefits, Pay. We have schedule info, so we can create a Schedule section with

Schedule

and then

Monday through Friday; hybrid, with three days per week on-site in Somerset, NJ.

. Also location maybe part of schedule or separate? Could include location in same paragraph. Job Type: Full-time could be included in same paragraph or maybe a separate short

. Since not a heading, we can just include in a paragraph. Travel: Occasional travel for recruiting events, company events, industry events, and other business needs. Could be part of schedule or separate paragraph. We need sections: About Us (maybe About the role? but we have About Us content). The instruction says use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we can use About Us as heading? Not listed but similar to About the role. Probably okay to use About Us as heading. Or we could use About the role. But we have About Us content describing company. We'll use

About Us

. Position Overview: could be under About the role? But we can use

Position Overview

maybe not in list but okay. The instruction says use those examples but not limited? It says use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It implies we should use those headings where applicable. But we can also use other headings if they match content? Safer to stick to those headings. So we need to map content to those headings. We have: - About Us -> could be About the role? Actually About the role is more about the position. But we have About Us describing company. Could treat as About the role? Might be okay. But we also have Position Overview separate. Could combine About Us and Position Overview under About the role? Might lose detail. Better to keep separate but maybe we can use About the role for Position Overview and then a separate paragraph for About Us? However instruction: "Use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." It doesn't forbid other headings, but suggests using those. To be safe, we can use those headings where they fit, and for other sections we can still use

but with appropriate title like About Us, Position Overview, Key Responsibilities, Qualifications, Preferred Experience, Why CARIAN, Compensation, Benefits. Benefits and Pay are separate; we have compensation details and benefits. So we can have Pay section for salary range, Benefits section for benefits description. Schedule we have. Responsibilities we have Key Responsibilities. Requirements we have Qualifications (maybe also Requirements). We'll use Qualifications heading for qualifications. Skills maybe not separate; we can embed within Qualifications. Preferred Experience we can have a separate section maybe under Qualifications? But we could create a Preferred Experience heading (not in list). Might be okay but risk. Could combine under Qualifications with a note "Preferred". But we have both required and preferred. Could keep Qualifications heading for required, and then a separate Preferred Experience heading. Since instruction says prefer a few substantive sections over many thin ones, maybe we combine required and preferred under Qualifications with subheadings? But we cannot use

etc? Not prohibited. We could use

Qualifications

and then inside have

Required: ...

Preferred: ...

. That would keep sections few. Why CARIAN we could treat as Benefits? Actually Why CARIAN is about culture, purpose, growth, etc. Could be a section like "Why CARIAN". Not in list but okay. We need to output only HTML fragment. Let's structure:

About Us

CARIAN is a purpose-driven, woman-owned consulting and advisory firm dedicated exclusively to the power sector. We partner with leading electric and gas utilities to provide strategic advisory and disciplined execution across program management, business intelligence, and field execution oversight. Guided by integrity, trust, excellence, and accountability, our team helps deliver complex capital programs and build the resilient energy infrastructure that communities depend on.

Position Overview

CARIAN is seeking a highly hands-on Talent Acquisition Manager to lead and strengthen the company's recruiting team while personally recruiting for priority and hard-to-fill positions. This is a player-coach role. Approximately 75% of the role will remain directly focused on recruiting and sourcing, including personally owning CARIAN's most difficult technical, professional, and leadership searches. The remaining focus will be on directly managing and developing the Talent Acquisition team, reviewing pipelines, improving sourcing and candidate quality, strengthening hiring-manager partnership, maintaining recruiting discipline and accountability, and ensuring recruiting activity translates into hires. This is not a role for someone looking to move away from recruiting. The successful candidate will be equally comfortable sourcing a difficult candidate personally, reviewing a recruiter's pipeline, challenging an unrealistic requirement, advising leadership on compensation and market conditions, and closing a high-value candidate.

Responsibilities

• Hands-On Recruiting
  • Personally own priority, difficult, technical, leadership, and confidential searches from intake through accepted offer
  • Proactively source passive candidates through LinkedIn Recruiter, industry networks, referrals, databases, direct outreach, and other channels
  • Develop targeted sourcing strategies for specialized power, utility, engineering, construction, project management, project controls, field services, consulting, digital, and business-development positions
  • Conduct recruiter screens and independently assess candidate qualifications, relevance, motivation, compensation expectations, and fit
  • Present qualified candidates to hiring leaders with clear recommendations and relevant market context
  • Build and maintain pipelines for recurring and strategically important positions
  • Manage candidate engagement, interviews, compensation discussions, offers, counteroffer risk, and closing
  • Personally intervene when difficult or stalled searches require additional sourcing or recruiting support
• Team Leadership & Performance
  • Directly manage, coach, and develop Talent Acquisition team members
  • Conduct regular pipeline and requisition reviews
  • Establish clear expectations for candidate quality, sourcing activity, responsiveness, ownership, and follow-through
  • Review candidate submissions and help calibrate recruiter judgment when needed
  • Improve recruiter sourcing strategies, screening quality, hiring-manager communication, and candidate closing
  • Identify searches that are not progressing and require corrective action
  • Hold the recruiting team accountable for maintaining active pipelines and moving searches forward
  • Maintain ATS discipline and recruiting data quality across the team
  • Own and regularly review recruiting metrics, including pipeline health, requisition aging, time to fill, and offer acceptance, and report results to leadership
• Hiring Manager Partnership
  • Lead effective intake discussions with hiring leaders
  • Clarify required qualifications, candidate profiles, compensation parameters, geography, and sourcing strategy before searches begin
  • Challenge unclear, unrealistic, or unnecessarily restrictive requirements when market evidence supports a different approach
  • Advise leadership regarding candidate availability, compensation, competitive market conditions, and sourcing strategy
  • Establish clear expectations and accountability between Talent Acquisition and hiring managers
  • Escalate stalled decisions, compensation issues, and other hiring risks when appropriate

But we need to keep it simple: maybe just list responsibilities as

• ... each bullet. Could combine sub-bullets but okay. We need Qualifications section.

  Qualifications

  Required:

  • 8+ years of progressive experience in talent acquisition, corporate recruiting, technical recruiting, executive search, staffing, or a related field
  • Demonstrated success personally sourcing and closing difficult professional and technical positions
  • Experience recruiting professional and technical talent within AEC, engineering, utilities, energy, infrastructure, construction, management consulting, technical professional services, or a specialized staffing/search firm serving these markets required
  • Demonstrated experience directly managing or formally leading recruiters, including responsibility for pipeline review, coaching, performance, and accountability
  • Strong passive-candidate sourcing capability and demonstrated proficiency with LinkedIn Recruiter or similar platforms
  • Demonstrated success recruiting engineering, project/program management, project controls, construction and field services, technical consulting, business development, or comparable specialized talent
  • Strong candidate-assessment and interviewing judgment
  • Demonstrated ability to advise and constructively challenge hiring managers
  • Strong understanding of compensation discussions, candidate motivation, offer management, counteroffers, and closing
  • Experience using applicant tracking and recruiting systems
  • Strong analytical, organizational, communication, judgment, and follow-through skills
  • Ability and willingness to remain personally involved in day-to-day sourcing and recruiting
  • Bachelor's degree preferred; equivalent relevant experience will be considered
  • Ability to work on-site at CARIAN's Somerset, NJ office three days per week

  Preferred:

  • Direct recruiting experience within electric or gas utilities, power delivery, transmission and distribution, energy, or infrastructure
  • Experience recruiting within an engineering, AEC, technical consulting, management consulting, or specialized search environment
  • Experience recruiting both specialized individual contributors and senior leadership positions
  • Experience with Ashby or another modern applicant tracking system
  • Experience using AI-enabled sourcing, research, recruiting, and productivity tools effectively
  • Experience improving recruiter performance through direct coaching, pipeline review, sourcing calibration, and accountability
  But we included schedule bullet inside qualifications; maybe better to move schedule to its own section. However schedule is already mentioned in qualifications bullet; we could keep it there but also have schedule section. To avoid duplication, we could keep schedule bullet in qualifications but also have schedule section? That would duplicate. Better to move schedule to its own section and remove from qualifications. Let's adjust. We have location: Somerset, NJ. Job Type: Full-time. Travel: Occasional travel for recruiting events, company events, industry events, and other business needs. We can include these in a short paragraph under maybe a heading "Job Details" but not in list. Since we shouldn