Corporate Technical Recruiter

Haag, a Salas O'Brien Company•,

7d•$75,000 - $95,000

About The Position

At Salas O’Brien, talent is a competitive advantage. As a growing engineering and professional services firm, our ability to identify and engage exceptional technical talent is critical to our continued success. We’re looking for an experienced Technical Recruiter who enjoys finding hard-to-reach talent, building relationships with passive candidates, and developing pipelines before hiring needs become urgent. You’ll develop expertise in the engineering disciplines and markets you support, translate hiring needs into focused sourcing strategies, and own the candidate relationship throughout the recruiting process. You’ll also bring valuable market intelligence on talent availability, compensation, competitors, and candidate motivations. This is an opportunity for a recruiter who thrives on ownership, proactive sourcing, and results.

Requirements

5+ years of recruiting experience, ideally within engineering, AEC, construction, infrastructure, manufacturing, or another technical industry.
Demonstrated success sourcing and recruiting passive, hard-to-find technical talent.
Strong sourcing skills across LinkedIn Recruiter, Boolean search, referrals, industry networks, and market mapping.
Ability to quickly understand technical roles and translate requirements into effective search strategies.
Experience building proactive pipelines rather than relying primarily on inbound applicants.
Strong candidate assessment, communication, and offer-closing skills.
Ability to manage multiple priorities with urgency, organization, and strong follow-through.
Comfortable using recruiting data and pipeline metrics to evaluate and adjust strategy.
High ownership, curiosity, persistence, and accountability.

Nice To Haves

Enjoy the hunt and know how to engage passive candidates.
Build talent pipelines before positions become urgent.
Take the time to understand the technical disciplines you recruit for.
Know when market conditions require a different recruiting strategy.
Take ownership when a search is difficult rather than waiting for direction.
Care deeply about candidate experience and follow-through.
Use data to understand what is working and where adjustments are needed.
Thrive in a growing, matrixed organization.

Responsibilities

Proactively source and engage engineering, design, project management, and specialized technical talent.
Build forward-looking pipelines aligned to priority disciplines, skills, geographies, and business needs.
Use LinkedIn Recruiter, referrals, industry networks, associations, market research, and creative sourcing methods to identify passive talent.
Screen and assess candidates for technical alignment, career motivations, compensation expectations, and overall fit.
Deliver qualified candidate slates and manage the candidate relationship through interview, offer, and acceptance.
Partner with BU Recruiting Leads and Talent Acquisition partners to execute against clearly defined hiring priorities.
Provide market intelligence on talent availability, competitors, compensation, and challenges affecting a search.
Track pipeline health, sourcing activity, response rates, conversion, and other recruiting metrics to improve results.
Maintain accurate and timely candidate activity and documentation in the ATS.