Technical Recruiter

Job Requirements

• 5+ years of recruiting and sourcing experience, ideally within a Data Center environments, with a strong understanding of operational workforce demands and project-based hiring cycles.
• Proven ability to operate autonomously while building structured, repeatable recruitment processes that drive consistency, efficiency, and quality outcomes.
• Strong commitment to delivering a high-quality candidate and hiring manager experience, balancing service excellence with operational rigor and timeline accountability.
• Highly detail-oriented and comfortable managing multi-stage recruitment workflows with clear documentation, governance, and approvals.
• Taught handler of confidential and sensitive information, maintaining integrity and discretion in all People & Culture matters.
• Experience optimizing fit-for-purpose recruitment systems, tools, and workflows (ATS, LinkedIn Recruiter, reporting dashboards, etc.) to enhance scalability and visibility.
• Confident communicator with strong stakeholder management and negotiation skills, supporting hiring leaders in decision-making and offer processes.
• Proficient in MS Office Suite with the ability to analyze data, produce reporting, and present insights to leadership.
• Demonstrated ability to manage multiple concurrent vacancies, effectively prioritizing based on business impact, operational timelines, and workforce planning needs.

Job Responsibilities

• Own end-to-end recruitment for a variety of roles, Technical, focusing on high-impact technical recruitment, ensuring workforce plans align with build schedules, site mobilizations, and operational targets.
• Partner closely with site leaders and project managers to forecast hiring needs and proactively build pipelines ahead of demand.
• Source, screen, and secure top technical and trade talent for fast-paced, safety-first environments.
• Develop targeted sourcing strategies for hard-to-fill and niche roles, maintaining strong, ready-to-go talent pools.
• Provide real-time market insights on labor availability and compensation to help leaders make informed, competitive hiring decisions.
• Keep hiring processes moving - driving timely decisions to secure talent in competitive markets.
• Represent the company at industry events and within trade networks to strengthen employer brand presence in construction and operations communities.
• Manage high-volume recruitment during peak project phases without compromising quality or candidate experience.
• Maintain clean, compliant ATS workflows and deliver clear reporting on hiring progress and workforce metrics.
• Leverage agency and trade vendor partnerships strategically to support surge hiring and specialized skill needs.