Senior Construction Recruiter

A rapidly growing construction organization is seeking a hands-on Senior Recruiter to help build and strengthen its internal talent acquisition function.

This is an exciting opportunity for an experienced recruiter who enjoys both delivering results and creating structure. You will initially lead full-cycle recruiting across corporate, project management, accounting, field leadership, and skilled-trade positions while developing the processes, pipelines, technology, and best practices needed to support continued growth.

As the recruiting function expands, this position may evolve into a leadership role overseeing or mentoring a small team of recruiters. The ideal candidate is excited about that potential but remains passionate about sourcing candidates, filling positions, and staying actively involved in day-to-day recruiting.

What You’ll Do

• Manage full-cycle recruiting from intake meetings through offer acceptance.
• Source, screen, evaluate, and engage qualified candidates.
• Partner with hiring managers to define position requirements and create compelling job descriptions.
• Manage approximately 6–15 active openings at a time.
• Build sustainable talent pipelines for recurring and high-volume positions.
• Establish consistent recruiting intake, interviewing, evaluation, and candidate-management processes.
• Help design the organization’s long-term talent acquisition operating model.
• Recommend future applicant tracking systems, sourcing platforms, automation tools, and AI-enabled recruiting technology.
• Remain highly productive within a manual recruiting environment while new systems are evaluated and implemented.
• Build relationships with trade schools, community organizations, professional associations, and industry partners.
• Create a positive, organized, and engaging experience for candidates and hiring managers.
• Support the future hiring, onboarding, and development of additional recruiters.
• Track recruiting activity, hiring progress, pipeline health, and other meaningful performance indicators.

Positions You May Recruit

Initial hiring needs are expected to include:

• Project Managers
• Project Engineers
• Estimators
• Superintendents
• Craft Foremen
• Skilled Craft Professionals
• Project Accountants
• Accounts Receivable Professionals
• Accounts Payable Professionals

Your First Six Months

During your first six months, you will be expected to:

• Build consistent recruiting intake, interview, and candidate-evaluation processes.
• Recruit successfully for priority construction, project, accounting, and field positions.
• Develop repeatable talent pipelines for hard-to-fill and recurring roles.
• Establish trusted partnerships with hiring managers and operational leaders.
• Help evaluate and select future recruiting technology.
• Create a strong foundation for the continued growth of the internal recruiting team.

What We’re Looking For

• Approximately 2–5 years of recruiting experience.
• Demonstrated full-cycle recruiting and direct-sourcing experience.
• Ability to manage multiple concurrent requisitions and shifting priorities.
• Strong candidate-engagement and hiring-manager partnership skills.
• Comfortable working independently in a primarily remote environment.
• Resourceful and productive without established recruiting systems or processes.
• Flexible and effective in a fast-moving, evolving organization.
• Strong personal accountability, organization, and follow-through.
• Confident and professional communication skills.
• Ability to build credibility with executives, managers, corporate employees, and field teams.

Preferred Experience

• Internal or corporate recruiting experience.
• Construction, engineering, skilled-trade, or field-services recruiting experience.
• Familiarity with construction terminology and job-site environments.
• Experience recruiting project managers, estimators, superintendents, engineers, accounting professionals, or craft employees.
• Experience building or improving recruiting processes.
• Experience mentoring, training, or managing recruiters.
• Knowledge of applicant tracking systems, sourcing platforms, automation, and AI recruiting tools.
• Experience using LinkedIn Recruiter.

Compensation

The anticipated base salary is $85,000–$110,000, based on experience and qualifications.

The position is also expected to include a 5%–10% bonus opportunity. Bonus components may be tied to areas such as successful hiring outcomes, pipeline development, process implementation, hiring-manager satisfaction, technology implementation, and recruiting performance indicators.

Why This Opportunity Stands Out

• Join a rapidly growing organization with significant upcoming hiring needs.
• Become a foundational member of the internal talent acquisition function.
• Build recruiting processes, technology, and strategy from the ground up.
• Work primarily remotely while maintaining meaningful connections with leaders and project teams.
• Recruit across a diverse mix of professional, operational, accounting, and skilled-trade positions.
• Grow into a potential leader role in recruiting as the organization expands.
• Make a direct and highly visible impact on the company’s continued success.