Senior Technical Recruiter 

Position Summary

Key Responsibilities

Full Cycle Recruiting

• Manage assigned searches from intake through sourcing, screening, interview coordination, selection, offer preparation, pre-employment activities, and onboarding handoff.
• Recruit for ICE’s engineering and technical disciplines, including roadway, structures, CEI and MEI, water resources, traffic, aviation, geotechnical, surveying, utility coordination, pavement, materials, architecture, planning, and environmental services.
• Support senior corporate and administrative hiring in finance, accounting, human resources, information technology, legal, marketing, business development, operations, and executive support.
• Lead confidential searches for management, director, executive, and other sensitive positions.
• Develop targeted recruiting strategies for specialized, licensed, certified, and difficult-to-fill roles.
• Build pipelines for anticipated project awards, geographic expansion, succession needs, and future growth.

Acquisition Recruiting and Integration

• Serve as a recruiting partner to newly acquired companies during transition and integration.
• Assess immediate and long-term staffing needs, active openings, candidate pipelines, recruiting practices, and workforce challenges.
• Create recruiting plans that support each acquired company’s business objectives while aligning with ICE’s standards and approval processes.
• Learn the acquired company’s services, culture, client relationships, geographic markets, and specialized talent needs.
• Help transition job descriptions, postings, candidate records, workflows, employment branding, and reporting into ICE’s recruiting structure.
• Support hiring associated with growth, employee retention, leadership transitions, project awards, and operational expansion.

Executive and Hiring Manager Partnership

• Conduct detailed intake meetings to establish required qualifications, preferred experience, compensation considerations, priorities, and realistic timelines.
• Advise leaders on candidate availability, market conditions, titles, compensation competitiveness, sourcing challenges, and search progress.
• Present clear candidate assessments covering qualifications, motivations, compensation expectations, geographic preferences, and potential concerns.
• Guide managers through consistent, effective, and compliant interviewing and selection practices.
• Prioritize competing needs based on project impact, operational urgency, leadership direction, and business risk.
• Provide recruiting updates and market intelligence to executive management and key stakeholders.

Sourcing and Talent Intelligence

• Identify passive candidates through LinkedIn Recruiter, Indeed, professional associations, referrals, industry networks, career fairs, competitor research, and direct outreach.
• Create Boolean searches, market maps, sourcing plans, and targeted candidate lists for specialized positions.
• Research comparable titles, agency classifications, certifications, licensure requirements, and competitor organizations.
• Develop long-term relationships with prospective candidates and maintain reusable talent pipelines.
• Monitor talent-market conditions and recruiting trends affecting the architecture, engineering, construction, and transportation industries.

Recruiting Operations and Team Support

• Maintain accurate requisition, candidate, interview, offer, source, and disposition records in the applicant tracking system.
• Follow company approval processes and applicable federal, state, and local employment requirements.
• Protect confidential candidate, employee, compensation, business, and acquisition information.
• Track activity, time to fill, source effectiveness, offer acceptance, and other agreed recruiting measures.
• Identify opportunities to improve recruiting systems, processes, templates, reporting, and candidate experience.
• Share technical recruiting knowledge and provide guidance or mentoring to other recruiting team members.
• Represent ICE at career fairs, professional meetings, industry events, and other recruiting activities.

Required Qualifications

• Bachelor’s degree in Human Resources, Business Administration, Communications, or a related field, or an equivalent combination of education and relevant experience.
• AEC, civil engineering, transportation, construction, or infrastructure consulting recruiting experience.
• At least seven years of progressive full-cycle recruiting experience, including substantial responsibility for technical, engineering, construction, or other specialized professional searches.
• Demonstrated success filling difficult-to-fill, senior-level, or confidential positions.
• Experience partnering directly with executives and senior hiring managers.
• Advanced passive-candidate sourcing skills using professional networks, recruiting platforms, databases, referrals, and direct outreach.
• Ability to understand technical requirements and translate them into effective searches and candidate evaluations.
• Experience managing multiple searches across disciplines, locations, and levels of seniority.
• Excellent written communication, interviewing, organization, judgment, and relationship-management skills.
• Proficiency with applicant tracking systems, Microsoft Office, LinkedIn Recruiter, Indeed, and similar recruiting tools.
• Ability to travel periodically to ICE offices, acquired companies, career fairs, and industry events.

Preferred Qualifications

• Familiarity with engineering disciplines, professional licensure, DOT certifications, CEI classifications, and technical career paths.
• Experience supporting mergers, acquisitions, integrations, or newly established business units.
• Experience recruiting for senior corporate, administrative, and leadership positions.
• Established professional networks.
• Experience improving recruiting processes, developing sourcing strategies, and using recruiting metrics.
• SHRM, HRCI, AIRS, or related professional certification.

Core Competencies

• Consultative recruiting and stakeholder partnership.
• Executive presence, discretion, and sound judgment.
• Technical curiosity and ability to learn unfamiliar disciplines.
• Proactive sourcing and pipeline development.
• Prioritization and independent execution.
• Candidate engagement and closing ability.
• Adaptability during growth and organizational change.
• Attention to detail and consistent follow-through.

Success Measures

• Quality, performance, and retention of hires.
• Progress on critical and difficult-to-fill searches.
• Strength and usability of talent pipelines.
• Hiring manager and candidate experience.
• Offer acceptance and recruiting-cycle effectiveness.
• Accurate, timely recruiting documentation and communication.
• Successful staffing support for newly acquired companies.
• Contribution to recruiting process improvement and team capability.

Equal Employment Opportunity