SCOPE OF WORK

The Talent Acquisition Partner (TAP) is a strategic business partner to Operations and Engineering leadership with responsibility for managing the full cycle recruiting process for Electrical Engineering (Electrical Design) roles. This position will support the Engineering organization by attracting, sourcing, evaluating, and hiring top engineering talent within an assigned territory.

The Talent Acquisition Partner will collaborate closely with Engineering Managers and Operations leaders to deliver proactive workforce planning solutions while creating an exceptional candidate experience. The successful candidate will develop and maintain strong external relationships with engineering-focused educational institutions, professional associations, workforce development partners, sourcing providers, and community organizations, as well as internal relationships with engineering leaders, hiring managers, field recruiters, onboarding partners, and senior leadership.

This role will actively contribute to the development and execution of the talent acquisition strategy to identify, attract, and evaluate future engineering design professionals in a competitive market. The ideal candidate is innovative, resourceful, technically curious, and possesses strong organizational, communication, and consultative skills.

POSITION REQUIREMENTS

• Uses Gaylor Core Values and strategic plan as tools to fulfill all job responsibilities
• Hyper-focused, highly communicative, and deeply invested in delivering a high-quality candidate experience, particularly for technical engineering candidates
• Comfortable operating in ambiguity, rapidly changing environments, and scaling engineering recruiting processes
• Creative, resourceful, and self-directed with a strong sense of urgency and a "can do" attitude
• Analytical and metric-oriented, using recruiting data and market insights to guide decision-making
• Demonstrated ability to recruit, assess, and partner on engineering and technical design roles, preferably within construction, electrical, or industrial environments
• Proficient with technology, specifically Microsoft Office and Applicant Tracking Systems (ATS)

POSITION RESPONSIBILITIES

• Manage the full life-cycle recruiting process for Electrical Engineering (Electrical Design) positions, serving as the primary point of contact for candidates and hiring managers
• Lead regular workforce planning and intake meetings with Engineering and Operations leaders to understand technical competencies, project demands, design requirements, and hiring priorities
• Translate engineering and design needs into clear, accurate, and competitive job descriptions aligned with business and project objectives
• Provide consultative guidance, coaching, and hiring recommendations to Engineering and Operations Managers throughout the recruiting and selection process
• Manage all job postings, workflows, candidate activity, offers, and reporting within the Applicant Tracking System (ATS)
• Proactively source engineering design talent using targeted methods such as technical job boards, industry associations, networking events, college recruiting, social media, passive sourcing, and employee referrals
• Communicate short- and long-term engineering workforce needs to project support teams to ensure alignment with sourcing and hiring strategies
• Collaborate with leadership on process improvement initiatives and strategic recruiting programs specific to engineering and technical talent acquisition
• Develop, update, and maintain engineering job descriptions and job specifications as business needs evolve
• Build and sustain relationships with engineering-focused candidate sources, including colleges, universities, trade schools, professional associations, and industry partners; coordinate and support job fairs and recruiting events
• Partner with the Talent Acquisition Manager to evaluate recruiting performance, analyze metrics, and identify trends within engineering talent markets
• Additional duties as assigned

EDUCATION & EXPERIENCE

• Bachelor's Degree plus five (5) or more years of recruiting experience, with a strong preference for engineering, technical, or design-focused recruiting, ideally within construction, electrical, or industrial environments
• Agency experience highly preferred