Talent Acquisition Specialist

About the role

DuraServ is looking for a Talent Acquisition Specialist who recruits like a hunter, operates like a professional, and treats every open role like it's the only one that matters. This is not a posting-and-praying role. DuraServ operates across nine U.S. and Canadian regions, and the field team that drives our revenue—commission-based sales representatives, commercial door and dock technicians, and branch leadership—doesn't fill itself. Every open role is a gap in service delivery or revenue generation. Every day a position stays open costs the business. Every wrong hire costs more.

Responsibilities

• Build and maintain active talent pipelines for high-priority roles—commission-based Outside Sales Representatives, GC Sales Representatives, Residential Sales Representatives, and Commercial Door & Dock Technicians—before the req even opens
• Source aggressively through job boards, LinkedIn, social media, trade schools, referral networks, campus events, and direct passive outreach— not just inbound applicants
• Work as a brand ambassador in every candidate interaction, representing DuraServ as an employer of choice in competitive markets where top talent has options
• Own the full recruitment lifecycle using ADP Workforce Now—job posting, sourcing, screening, coordinating interviews, managing feedback loops, extending offers, and driving candidates to Day 1
• Partner with hiring managers as a strategic advisor—setting expectations, managing timelines, delivering honest market feedback, and pushing back when the process slows down
• Fill roles with urgency and precision—the target is under 40 days for priority positions, and you treat that standard as a floor, not a goal
• Manage high-volume workloads across multiple open requisitions simultaneously without losing quality, detail, or candidate experience

Requirements

• Required 4+ years of full-cycle talent acquisition experience— not partial-cycle, not sourcing-only; you've owned every step of the process
• Demonstrated experience recruiting commission-based sales professionals—you understand the profile, the comp structure, and what it takes to close a hunter on a hunter role
• Experience recruiting skilled trades, field service, or technical roles is strongly preferred—you know the difference between technician recruiting and corporate roles
• Proficiency with ATS platforms; ADP Workforce Now experience is preferred
• Prioritized experience with sourcing tools beyond LinkedIn—job boards, industry networks, social platforms, and creative outreach channels

Preferred

• Bachelor's degree or equivalent experience—what you've done matters more than where you studied
• Experience in industrial services, field service, or construction-related industries
• Experience with campus or trade school recruiting programs
• Familiarity with sourcing tools beyond LinkedIn—job boards, industry networks, social platforms, and creative outreach channels

What's In It For You

• Competitive compensation commensurate with experience
• Full benefits package: medical, dental, vision, and 401K with company match
• Company-provided life insurance, short-term and long-term disability, AD&P
• Paid time off, paid holidays, and paid training
• A seat on an established TA team with direct visibility to the Director of Talent Acquisition
• The autonomy to run your desk your way— as long as the results back it up
• Exposure to every role family in the organization: sales, service, operations, finance, and executive

Who You Are

• You don't need to be managed to be productive. You don't need a full pipeline to feel busy. And you don't confuse activity with results.
• A hunter by nature—you find candidates others don't, you work passive talent others skip, and you close offers others lose because they waited too long to follow up
• Process-disciplined—you run a clean desk, maintain accurate ATS records, and follow through on every commitment to every candidate and hiring manager without being reminded
• Independently driven—you set your own priorities, manage your own workflow, and produce results without constant direction or oversight
• Agile and adaptable—when the priorities shift (and they will), you pivot without drama and protect the quality of every open role you're working
• A skilled communicator—you deliver honest assessments, manage expectations, and build trust through consistency
• Commercially literate—you understand what it means to recruit commissioned sales professionals and field service technicians; you can speak to the role, the comp model, and the opportunity in a way that resonates with your target candidate
• A relationship builder—you candidates remember you, hiring managers trust you, and the people you place come back to refer others

Requirements

• Required 4+ years of full-cycle talent acquisition experience— not partial-cycle, not sourcing-only; you've owned every step of the process
• Demonstrated experience recruiting commission-based sales professionals—you understand the profile, the comp structure, and what it takes to close a hunter on a hunter role
• Experience recruiting skilled trades, field service, or technical roles is strongly preferred—you know the difference between technician recruiting and corporate roles
• Proficiency with ATS platforms; ADP Workforce Now experience is preferred
• Prioritized experience with sourcing tools beyond LinkedIn—job boards, industry networks, social platforms, and creative outreach channels

Preferred

• Bachelor's degree or equivalent experience—what you've done matters more than where you studied
• Experience in industrial services, field service, or construction-related industries
• Experience with campus or trade school recruiting programs
• Familiarity with sourcing tools beyond LinkedIn—job boards, industry networks, social platforms, and creative outreach channels