Talent Acquisition Specialist

Talent Acquisition Specialist — IAQ

Department: Human Resources

Reports To: CFO

Location: South Carolina

Position Summary

The Talent Acquisition Specialist will be responsible for building and maintaining a continuous pipeline of qualified hourly technicians for Carolina IAQ and Florida Air & Filtration. This role is being established to support the company’s organic growth by increasing technician hiring capacity, improving candidate quality and retention, and ensuring the organization has the labor capacity required to meet its revenue objectives.

Unlike a traditional recruiting role focused primarily on filling open positions, this position will operate as a continuous talent acquisition function. The Specialist will proactively source, engage, qualify, and nurture technician candidates so that the organization can consistently add productive labor capacity rather than relying on branch managers to recruit only when an immediate vacancy occurs.

The role will initially support IAQ operations across South Carolina and Florida, with the potential to expand into a platform-wide talent acquisition function as the organization grows.

Key Responsibilities

Talent Pipeline Development

• Build and maintain a continuous pipeline of qualified HVAC, IAQ, air quality, filtration, and related skilled-trade candidates.
• Proactively source candidates through job boards, social media, trade schools, technical programs, employee referrals, recruiting networks, community organizations, and other channels.
• Develop creative and scalable sourcing strategies for hourly and field-based talent.
• Maintain an active pool of prospective candidates for current and anticipated technician needs.
• Establish relationships with technical schools, workforce development programs, trade organizations, and other talent sources.

Recruiting & Candidate Management

• Own the recruiting process from initial sourcing and outreach through screening, interview coordination, offer, and onboarding handoff.
• Conduct initial candidate screens to evaluate technical experience, work history, reliability, communication skills, cultural fit, and interest in the role.
• Partner with branch managers and operational leaders to understand current and future staffing requirements.
• Maintain consistent communication with candidates throughout the recruiting process to improve engagement and conversion.
• Track candidates through the applicant tracking system and ensure timely follow-up and disposition.
• Help develop compelling messaging and recruiting materials that communicate the company’s value proposition to prospective technicians.

Quality & Retention

• Focus not only on hiring volume, but on quality of hire, retention, and long-term productivity.
• Analyze recruiting outcomes to identify the candidate sources and characteristics associated with stronger retention and performance.
• Partner with HR and operations to identify recurring causes of early turnover and incorporate those insights into the recruiting and screening process.
• Continuously improve the candidate experience from first contact through onboarding.

Recruiting Analytics & Workforce Planning

• Establish and monitor recruiting KPIs.
• Maintain visibility into technician pipeline health and anticipated hiring needs.
• Provide regular recruiting updates to operational leadership.
• Use recruiting data to continuously improve sourcing strategies and resource allocation.

Employer Brand & Recruiting Infrastructure

• Help establish IAQ as an employer of choice within the skilled-trades labor market.
• Develop repeatable recruiting processes, templates, outreach campaigns, and sourcing practices that can scale with the organization.
• Identify opportunities to leverage technology, automation, employee referrals, and digital recruiting channels to increase recruiting efficiency.
• Help build the recruiting infrastructure and playbook that can eventually be deployed across other CFI businesses.

Qualifications

Required

• 2 years of recruiting, talent acquisition, staffing, or related experience.
• Demonstrated ability to source and recruit hourly, field-based, skilled-trade, or other hard-to-fill talent.
• Strong communication and relationship-building skills.
• Highly organized with the ability to manage a large candidate pipeline and multiple open requisitions simultaneously.
• Comfortable working in a fast-paced, growth-oriented environment.
• Strong follow-up skills and a proactive approach to recruiting.
• Ability to build relationships with candidates, hiring managers, and external talent sources.
• Proficiency with applicant tracking systems, recruiting platforms, Microsoft Office, and/or similar technology.

Preferred

• Experience recruiting HVAC, IAQ, filtration, electrical, plumbing, construction, mechanical, or other skilled-trade technicians preferred.
• Experience recruiting for multi-location or geographically dispersed organizations.
• Experience building an hourly recruiting function or high-volume talent pipeline.
• Familiarity with workforce development programs, technical schools, trade schools, or skilled-trade recruiting networks.
• Experience using recruiting analytics to improve source effectiveness and quality of hire.

Success in This Role

Success will be measured by the Specialist’s ability to expand the available technician labor pool, not simply by filling vacancies.

Within the first 12–18 months, the Talent Acquisition Specialist should establish a repeatable recruiting engine capable of consistently generating qualified technician candidates across South Carolina and Florida and materially increasing the organization’s technician headcount.

Key outcomes will include:

• A healthy, continuously replenished technician candidate pipeline.
• Increased technician hiring volume without proportionally increasing the recruiting burden on branch managers.
• Improved quality and retention of new technician hires.
• Reduced reliance on reactive, one-for-one replacement hiring.
• Improved visibility into future technician labor capacity.
• A documented recruiting process and playbook that can be replicated across CFI.
• A scalable talent acquisition model that can ultimately support additional CFI businesses, including FSI.

Why This Role Matters

The company’s growth opportunity is increasingly constrained by labor capacity rather than sales capacity. Achieving the organization’s revenue objectives requires a significant expansion of the technician workforce, while the current HR and operating structure is not designed to generate that volume of talent proactively.

This position will therefore serve as an important component of the company’s organic growth engine. By institutionalizing hourly talent acquisition, the organization can move from a reactive model—hiring primarily when a technician leaves—to a proactive model in which recruiting continuously expands the available pool of billable labor.

The initial focus will be IAQ across South Carolina and Florida, with the expectation that the processes, tools, and recruiting infrastructure developed through this role can ultimately become a platform-wide capability.

Compensation

Competitive compensation commensurate with experience and market data. Additional details regarding salary, incentive compensation, and benefits will be established as the position is finalized.