Integrated Delivery Recruiter

EAD Management Services•Omaha, NE

About The Position

The Integrated Delivery Recruiter owns candidate sourcing and recruiting execution for Integrated Delivery roles. The role translates the approved workforce plan into qualified candidate pipelines organized by role, capability, geography, client need, and required start date. It extends beyond filling requisitions: the recruiter maintains an active presence in talent markets, engages passive candidates, provides realistic market feedback, and calibrates quickly when candidates do not meet approved scorecards. Success means helping Integrated Delivery reach 75 team members and 2,700 weekly revenue-generating hours by December 31, 2027, while supporting greater than 90% DLU and protecting an NPS greater than 70 through strong role and client fit. Recruiting plans should reflect qualified demand, projected revenue hours, assignment start dates, and skill requirements. Priority roles should have viable pipelines ahead of vacancies or client awards, and candidates presented to managers should meet approved scorecards and client-site requirements. The recruiter keeps status, constraints, market feedback, and forecasted start dates current and visible, and supports rapid placement through effective hiring and onboarding handoffs. The position is primarily office-based or remote, with frequent phone, video, and written candidate communication. Periodic travel to client sites, recruiting events, schools, professional events, and EAD offices is required. Occasional communication outside normal business hours may be needed to reach candidates or support time-sensitive hiring. The role requires handling confidential candidate and employment information.

Requirements

Recruiting or talent-acquisition experience involving professional, technical, field-service, industrial, engineering, or similarly specialized roles.
Demonstrated success proactively sourcing passive candidates.
Experience managing multiple searches, locations, and hiring priorities.
Ability to evaluate candidates consistently against defined outcomes and competencies.
Strong interviewing, relationship-building, written communication, and follow-through skills.
Ability to use an applicant-tracking system or similar recruiting platform accurately.
Ability to communicate recruiting data, constraints, risks, and recommendations clearly.

Nice To Haves

Experience recruiting client-site, traveling, field, project-management, or engineering professionals.
Familiarity with the A-Method or another structured scorecard-based selection process.
Experience building pipelines before requisitions formally open.
Experience supporting a rapid-growth workforce plan.
Knowledge of industrial manufacturing or professional-services talent markets.

Responsibilities

Translate the approved Integrated Delivery workforce plan into recruiting priorities and sourcing plans.
Maintain recruiting forecasts by role, capability, geography, client, start date, and demand confidence.
Align recruiting activity with the goals of 75 team members and 2,700 weekly revenue-generating hours by December 31, 2027.
Identify roles requiring continuous pipelines, surge coverage, or specialized client-site capability.
Proactively identify and engage qualified passive and active candidates.
Develop pipelines for Project Managers, Field Engineers, project-support resources, quality roles, and other approved Integrated Delivery positions.
Use referrals, professional networks, schools, associations, campaigns, and other approved sourcing channels.
Maintain accurate candidate status, contact history, next steps, availability, and compensation or location constraints.
Build backup options for critical roles and difficult-to-fill client locations.
Recruit against approved Job Descriptions and A-Method Scorecards.
Screen candidates for relevant experience, core-value alignment, communication, client-site readiness, travel requirements, schedule expectations, and role-specific capability.
Present hiring managers with evidence against the scorecard rather than general impressions.
Coordinate interviews, feedback, references, and candidate communication.
Raise calibration issues quickly when market response or candidate quality differs from the approved requirement.
Provide current recruiting progress, realistic start dates, pipeline risks, and market feedback.
Track leading indicators, including qualified prospects, candidate engagement, interview conversion, offer readiness, and start-date confidence.
Track lagging indicators, including hires, time to fill, acceptance, retention, onboarding completion, and time to revenue-generating assignment.
Identify roles or locations that threaten headcount, DLU, revenue-hour, or client-continuity targets.
Maintain timely, respectful, and transparent communication with candidates and hiring managers.
Set clear expectations about client-site work, travel, schedules, reporting relationships, and working conditions.
Prepare candidates for a realistic view of EAD and the assignment.
Hold hiring managers to defined feedback and decision expectations.
Provide a complete onboarding handoff to the Admin & Financial Resource, Human Resources, Operations Manager, and assigned manager.
Represent opportunities honestly and treat candidate information respectfully.
Drive searches forward, close communication loops, and raise obstacles early.
Remain persistent and creative in difficult talent markets.
Help managers select people who strengthen the whole team, demonstrating urgency without sacrificing standards.
Use evidence rather than intuition alone, seek calibration when needed, communicate transparently, and act on feedback quickly.