- Salary
- $60k – $95k/yr
- Location
- Houston, TX
- Type
- Full-time
- Department
- Engineering
- Closing date
- Today
- Source
- ApplyToJob
Description
Build Talent Pipelines That Power TRIO’s Growth
TRIO is looking for an experienced Construction Recruiter who knows how to find and close talent, not just process applicants. You will operate as a full-cycle recruiter and proactive headhunter, building relationships with passive candidates, selling the TRIO opportunity, and creating strong pipelines for our most critical positions.
You will recruit across the business, with a focus on electricians, foremen, project leaders, superintendents, and other key leadership roles. This is an opportunity to own searches from intake through accepted offer and directly influence TRIO’s ability to grow.
The right person brings the drive of an agency recruiter, the partnership skills of an internal recruiter, and the discipline to manage multiple vacancies without losing momentum or candidate quality.
What You’ll Own
1. Build the Recruiting Strategy
TRIO is looking for an experienced Construction Recruiter who knows how to find and close talent, not just process applicants. You will operate as a full-cycle recruiter and proactive headhunter, building relationships with passive candidates, selling the TRIO opportunity, and creating strong pipelines for our most critical positions.
You will recruit across the business, with a focus on electricians, foremen, project leaders, superintendents, and other key leadership roles. This is an opportunity to own searches from intake through accepted offer and directly influence TRIO’s ability to grow.
The right person brings the drive of an agency recruiter, the partnership skills of an internal recruiter, and the discipline to manage multiple vacancies without losing momentum or candidate quality.
What You’ll Own
1. Build the Recruiting Strategy
- Partner with hiring leaders to define role requirements, success profiles, compensation, and hiring timelines.
- Translate workforce needs into targeted sourcing and hiring plans.
- Use market data and candidate feedback to challenge unrealistic requirements and improve search results.
- Build proactive pipelines for immediate vacancies, recurring positions, and future growth.
- Identify and engage candidates through LinkedIn, Sales Navigator, industry networks, referrals, trade schools, competitor research, job boards, and community partnerships.
- Create targeted outreach that gets responses from candidates who are not actively looking.
- Build market maps and talent pipelines for difficult-to-fill electrical construction and leadership positions.
- Develop long-term relationships with strong candidates before a vacancy opens.
- Track competitor hiring activity, pay trends, and talent availability across TRIO’s markets.
- Communicate TRIO’s culture, projects, growth opportunities, leadership, and employee value proposition in a clear and compelling way.
- Learn what motivates each candidate and connect the opportunity to their career goals.
- Maintain candidate engagement throughout the process, including competing offers, counteroffers, and notice periods.
- Deliver a responsive and professional experience from the first conversation through the candidate’s start date.
- Conduct structured screens to evaluate experience, technical capability, leadership readiness, motivation, compensation, and career goals.
- Present qualified candidates with a clear summary of their strengths, risks, and overall fit.
- Prepare candidates and hiring teams for focused and effective interviews.
- Coordinate interviews, assessments, references, background checks, and final hiring decisions.
- Partner with hiring leaders and HR to develop competitive offers and close selected candidates.
- Manage multiple active searches without sacrificing speed, candidate quality, or communication.
- Prioritize weekly activity based on business needs, hiring urgency, and pipeline health.
- Build evergreen pipelines for electricians, foremen, project leaders, superintendents, and other recurring positions.
- Identify stalled searches, pipeline gaps, and hiring barriers before they affect operations.
- Maintain accurate candidate stages, notes, dispositions, tasks, and follow-up dates in the applicant tracking system.
- Provide concise updates on pipeline strength, candidate quality, risks, and required decisions.
- Deliver qualified candidates and hires within agreed timelines.
- Track outreach, candidate conversations, screens, interviews, offers, hires, time to fill, offer acceptance, and source effectiveness.
- Use recruiting data to improve sourcing strategies and pipeline conversion.
- Review declined offers and candidate withdrawals to identify trends and improve results.
- Support employee referrals, recruiting events, workforce planning, and employer-brand initiatives.
- 5+ years of full-cycle recruiting, agency recruiting, or direct-search experience.
- Proven success finding, engaging, and closing passive candidates.
- Experience managing multiple vacancies and talent pipelines at the same time.
- Strong sourcing, sales, relationship-building, negotiation, and influencing skills.
- Ability to turn a cold outreach into a candidate conversation and a candidate conversation into an accepted offer.
- Strong interviewing skills and sound judgment when assessing candidate fit and readiness.
- Experience using applicant tracking systems, LinkedIn Recruiter or Sales Navigator, job boards, and Microsoft Office.
- Strong organization, urgency, follow-through, and personal accountability.
- Clear written and verbal communication skills.
- Experience recruiting skilled trades, electrical construction, commercial construction, or field leadership talent.
- Experience recruiting electricians, foremen, superintendents, project leaders, project managers, or estimators.
- Experience working in an agency, search firm, or fast-growing organization.
- Bachelor’s degree in human resources, business, communications, or a related field; equivalent recruiting experience will be considered.
- Enjoy the hunt and do not wait for candidates to apply.
- Know how to sell an opportunity without overselling it.
- Build trust quickly with field candidates and business leaders.
- Stay organized while managing competing priorities.
- Take ownership of results and consistently follow through.
- Bring solutions when a search becomes difficult.
- Want your work to have a visible effect on company growth.
Skills
Negotiation
