High Volume Talent Acquisition Manager

GeoStabilization International•Westminster, CO

21h

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. Position Summary At GeoStabilization International (GSI) , we solve some of the toughest infrastructure challenges in North America — stabilizing slopes, preventing landslides, and protecting communities from natural hazards. Our engineers and field experts work in extreme conditions to deliver fast, safe, and lasting solutions. We’re looking for a Manager of Talent Acquisition High Volume Placement — a high-impact recruiting leader who can drive coordinated, on-time delivery of construction crew hires against revenue forecasts. This role is ideal for someone who thrives in a fast-moving, results-driven culture and can develop the systems, discipline, and talent pipelines needed to fill critical roles in a growing, high-demand environment. You’ll personally recruit while coaching a small team of front-line recruiters managing hiring needs across the front line operational units within the GSI portfolio. You’ll set standards for sourcing quality, interviewing discipline, and talent calibration across the business.

Requirements

6–10 years of progressive recruiting experience, including high-volume, workforce demand driven recruiting.
Minimum 2 years leading or mentoring recruiters, sources, or talent specialists.
Proven success improving fill rates, attrition, and other critical high-volume KPIs.
Demonstrated ability to manage a fluid requisition demand and projects, while maintaining quality and speed for both you and the team.
Strong command of recruitment process, tools and systems related to high-volume recruitment.
Excellent interpersonal and storytelling skills with the ability to influence both senior leaders and top-tier candidates.
Analytical mindset — comfortable using recruiting data to identify gaps, coach team members, and improve performance.

Nice To Haves

Experience recruiting high volume in the construction, manufacturing, trades or similar environments.
Strong understanding of behavioral and competency-based interview frameworks.
Bachelor’s degree in Human Resources, Business, or Engineering-related field.
Demonstrated career progression and leadership trajectory within Talent Acquisition.

Responsibilities

Lead, mentor, and coach a team of 3-5 recruiters and an offshore sourcing team while supporting front-line hiring.
Set clear performance expectations, driving accountability through daily visual management, pipeline reviews and continuous improvement.
Partner closely with the Head of Talent Acquisition to design and execute strategies that raise the problem-solving skills, learning agility, and career-mindedness of our front-line crews.
Build and manage recruiter playbooks, interview frameworks, and scorecards to ensure consistent selection quality.
Drive adoption of structured interviews and data integrity in our ATS, ensuring every hire meets GSI’s performance and leadership potential standards.
Personally recruit for senior-level crew and operations roles.
Partner directly with business and operations leaders to continue refining our workforce plan, demand plan, and hiring success models.
Ideate, test and manage a variety of tools and programs designed to increase the volume and quality of the front-line applicant funnel based on specific business requirements.
Manage the candidate journey to maximize speed, pull-through rates and quality
Use various KPI and operational data to discover, investigate and launch improvements in areas of opportunity in collaboration with the team, customers and other stakeholders.
Partner with Recruitment Marketing to align brand messaging, job postings, and candidate engagement campaigns.
Continuously evaluate tools, technology, and processes to improve recruiter efficiency and candidate quality.
Serve as a culture carrier for the TA function — modeling professionalism, ownership, and data-driven decision-making.