Engineering Recruiter (Temporary)

Enchanted Rock Management LLC•Houston, TX

6d•Hybrid

About The Position

The Engineering Recruiter/Talent Acquisition Partner (Temporary) drives full-cycle recruiting and builds talent pipelines across ERock’s Engineering organization. The role partners with Engineering leadership, hiring managers, and HR Business Partners to identify, attract, assess, and hire technical talent while providing a strong candidate and stakeholder experience. It manages active requisitions from intake through offer acceptance, owning pipeline health, sourcing strategy, candidate engagement, stakeholder partnership, and hiring outcomes. This is a temporary hybrid position based in the Houston area. Team members may work from either of ERock’s Houston office locations based on business needs, collaboration opportunities, and interview activities. The hybrid environment combines in-person collaboration with flexibility throughout the work week.

Requirements

Bachelor's degree or equivalent professional experience.
At least 5 years of full-cycle recruiting experience in fast-paced, high-growth environments.
Experience supporting engineering, technical, manufacturing, industrial, energy, infrastructure, or technology hiring.
Ability to manage 15 or more concurrent requisitions while maintaining strong pipeline activity and candidate quality.
Track record of high-volume outreach through messages, emails, and calls, with strong candidate engagement and conversion rates.
Strong proficiency with LinkedIn Recruiter and other sourcing platforms.
Experience partnering directly with hiring managers, business leaders, and HR partners on hiring strategy and talent acquisition initiatives.
Demonstrated success sourcing, assessing, and closing passive talent.
Data-driven approach and ability to track recruiting metrics, pipeline conversion, hiring outcomes, and time-to-fill.
Excellent communication, stakeholder management, and relationship-building skills.
Strong organizational skills and ability to prioritize and execute with urgency.

Nice To Haves

Recruiting experience in power generation, energy, industrial services, manufacturing, infrastructure, engineering, or technology environments.
Familiarity with Applicant Tracking Systems (ATS) and CRM tools.
Experience with talent mapping, competitive intelligence, and workforce planning.
Experience supporting high-growth or scaling organizations.
Strong reporting and analytics experience.
Experience partnering directly with senior leaders and technical hiring managers.

Responsibilities

Own the full recruitment lifecycle for Engineering positions, from intake and sourcing through candidate assessment, interview management, offer negotiation, and offer acceptance.
Partner with Engineering leaders, hiring managers, and HR Business Partners to align on hiring priorities, workforce needs, candidate profiles, and recruiting strategies.
Lead intake meetings to define role requirements, success profiles, interview processes, timelines, and sourcing approaches.
Develop proactive sourcing strategies to attract engineering and technical talent, particularly for niche and hard-to-fill positions.
Manage multiple active requisitions while maintaining strong, conversion-ready candidate pipelines.
Generate candidate flow through outreach using LinkedIn Recruiter, networking, referrals, email campaigns, direct sourcing, and industry engagement.
Conduct outbound calls and engage active and passive candidates through targeted outreach and relationship-building.
Conduct recruiter screens and candidate evaluations, assessing qualifications, experience, compensation expectations, motivation, and overall fit.
Present qualified candidates and provide hiring managers with assessments, recommendations, and recruiting insights.
Facilitate interview scheduling, candidate communications, debrief discussions, and hiring decisions.
Provide market intelligence on talent availability, compensation, competitive hiring trends, and market conditions.
Partner with hiring managers, HR, and compensation stakeholders to develop offer strategies and close candidates.
Track recruiting activity, response rates, pipeline health, conversion metrics, and hiring progress using ATS and sourcing tools.
Ensure a high-quality candidate experience through timely communication, follow-ups, transparency, and professional engagement.
Optimize sourcing strategies, outreach messaging, recruiting processes, and stakeholder engagement.
Support workforce planning, talent mapping, succession planning discussions, and proactive pipeline development.
Attend and support local job fairs, hiring events, military recruiting initiatives, networking events, and community outreach activities.