Corporate Functions Recruiter

Geostabilization International•Westminster, CO

2d•Hybrid

About The Position

GeoStabilization International (GSI), Access Limited, and RoadGuard together form a leading infrastructure solutions platform dedicated to protecting people and strengthening critical infrastructure across North America and New Zealand. GSI is the premier geohazard mitigation firm specializing in emergency slope stabilization, landslide repair, grouting, and micropiles through innovative design-build delivery. Access Limited brings over a century of steep-slope expertise and operates North America’s largest fleet of spider excavators, delivering complex rockfall and geotechnical solutions in the most challenging environments. RoadGuard, founded in 2024, unites industry-leading roadway safety companies providing guardrail, bridge railing, highway signage, fencing, and specialty fabrication services. Across all our businesses, we are driven by innovation, extreme ownership, technical excellence, and a relentless commitment to measurable results that improve safety and infrastructure resilience. As a Corporate Recruiter, you are the primary talent acquisition partner for our corporate functions, with a focus on accounting and finance. Your mandate goes beyond filling seats — you are responsible for raising the talent density of our corporate team by identifying and closing candidates with the intellectual horsepower, resilience, and growth trajectory to scale into future Director and VP-level leaders. You will own full-cycle recruiting, build trusted relationships with department heads and executives, and combine active and passive sourcing strategies to win top-tier talent in a competitive market, while staying flexible to support operations hiring as the business evolves. This hybrid role is based out of our Westminster, CO headquarters, with three days in the office: Tuesday, Wednesday, and Thursday.

Requirements

Bachelor's degree required, or equivalent combination of education and recruiting experience
2–4 years of professional recruiting experience with a demonstrated track record in finance, accounting, and other corporate functions in a corporate or agency recruiting environment.
Can track and discuss results delivered, not just activity logged
Proven expertise in full-cycle recruiting: intake, sourcing, screening, interview coordination, offer management, and closing
Strong understanding of finance and accounting competencies (GAAP, financial reporting, internal controls, accounting systems, etc.)
A track record of building trusted, high-impact relationships with hiring managers, executive leaders, and candidates alike
Proficiency with Applicant Tracking Systems (Greenhouse or similar), LinkedIn Recruiter, and other recruiting technology platforms
A data-driven mindset with the discipline to track and optimize recruiting metrics (time to fill, quality of hire, diversity, etc.)
Strong communication and interpersonal skills; comfort operating credibly at every level of the organization, including the C-suite
Intellectual curiosity and adaptability — a genuine desire to learn GSI's business and industry, and to evolve your recruiting focus as the company grows
Resilient and adaptive: can manage volume swings, help on projects, move to other types of recruiting when the team is busy

Nice To Haves

Familiarity with construction or professional services industry recruiting
Experience leveraging AI tools for research, sourcing, and other TA activities
Experience with high-growth companies and M&A activity
Background in HR, compliance, or corporate operations recruiting in addition to finance/accounting
Experience with employment branding and social media recruiting strategies
A demonstrated record of increasing recruiter efficiency through process improvement or technology adoption
Intellectually Curious: You ask why processes exist, spot inefficiencies, and propose improvements. You embrace our Continuous Improvement roadmap.

Responsibilities

Partner directly with C-suite, VP, and Director-level leaders to understand critical talent needs, cultural requirements, and long-term strategic objectives
Apply a continuous improvement mindset to track progress toward recruiting KPIs (time to fill, quality of hire, diversity metrics), and refine your approach based on outcomes — not activity
Partner effectively with HR Partners to ensure recruiting activity produces results within the policy, regulatory, and other frameworks critical to success
Create a scalable, high-touch candidate experience that reflects GSI's commitment to extreme ownership and mission-driven engineering
Develop strong relationships with accounting associations and university placement centers to build a pipeline of future leaders, not just current fits
Build and leverage a sourcing strategy using LinkedIn Recruiter, ZoomInfo, Indeed, and other platforms to identify active and passive candidates who demonstrate measurable results and sound strategic judgment, not just tenure
Collaborate with hiring managers on job requisitions, ensuring clear position specifications and targeted sourcing strategies for finance and accounting roles
Manage inbound applicants promptly and proactively source passive candidates through LinkedIn Recruiter, specialized finance job boards, and targeted outreach
Build and maintain talent pools of qualified finance and accounting professionals for current and anticipated future needs
Maintain comprehensive, well-reasoned candidate notes in Greenhouse (ATS) covering qualifications, experience, and cultural and leadership fit
Screen candidates for technical competence, cultural alignment, and long-term leadership potential against GSI's competency model — the goal is excellence, not adequacy
Make well-reasoned recommendations to hiring teams on candidate strengths, potential gaps, and areas warranting deeper assessment
Serve as a professional and trustworthy representative of GSI; manage all candidate communications transparently and respectfully
Coordinate interviews and facilitate a streamlined, rigorous selection process that balances efficiency with thorough evaluation
Ensure competitive, market-aligned offers that balance internal equity with candidate expectations
Maintain candidate engagement throughout onboarding and coordinate with HR to ensure a smooth transition
Monitor early performance and retention to validate quality-of-hire outcomes
Develop working knowledge across corporate functions (HR, Legal, Operations, Project Management) and be prepared to support recruiting needs in these areas as the business scales
Seek feedback from leadership and team members; embrace opportunities to expand your recruiting expertise and grow within the organization