National Campus Recruiting Leader

Clark Construction Group, LLC•McLean, VA

5d•Onsite

About The Position

As the National Campus Recruiting Leader, you will lead the strategy to build Clark’s future talent pipeline. You will be responsible for identifying and selecting our next generation of Clark leaders. In this role, you will seamlessly align high-level business goals with recruitment, ensuring that Clark continues to attract the highest caliber of students from the nation’s top programs. The Team You Will Work With Reporting directly to the Vice President of Talent Acquisition, you will lead a national team comprising both full-time recruitment professionals and high-performing operational leaders on rotation. You will orchestrate the efforts of our Clark University Teams and partner with leadership across the company to develop and execute innovative campus recruiting strategies. In addition, you will work closely with HR Leadership, Clark’s HR People Resource Team, HR Business Partners, Training & Development, and Professional Recruiting to ensure a cohesive approach to talent.

Requirements

Talent Acquisition Expertise: 5+ years of dedicated experience in Talent Acquisition, with a specific focus on high-volume University/Campus recruiting.
Leadership: A track record of managing people and leading complex project teams in a fast-paced, high-stakes environment.
Industry Context: Experience in the construction, engineering, or heavy industrial sectors is highly preferred; however, a demonstrated ability to learn new business models and the traits required for successful field leadership (e.g., Project Engineers and Superintendents) is required.
Strategic Vision: The ability to pivot from day-to-day execution to long-term talent strategy and organizational design.
Systems Literacy: Advanced proficiency in Excel, Smartsheet, and modern Applicant Tracking Systems (ATS).
Communication & Influence: Exceptional public speaking skills and the executive presence required to influence senior-level stakeholders.
Operational Agility: The ability to manage the intense logistics of peak recruiting seasons while maintaining extreme attention to detail.
Travel: Ability to travel up to 15% during peak seasons and frequently visit Clark jobsites to stay connected to the work.

Responsibilities

Strategic Leadership & Workforce Planning
National Roadmap: Design and execute a multi-year campus recruiting strategy that targets top-tier engineering programs and student organizations nationwide.
Team Management: Lead, mentor, and develop a hybrid team of full-time and rotational recruiters, ensuring operational excellence and professional growth.
Workforce Planning: Partner with HR Business Partners (HRBPs) and Group CEOs to forecast hiring needs, determine headcount goals, and finalize strategic placements across business units.
Operational Excellence & Program Innovation
University Partnerships: Cultivate "executive-level" relationships with Deans, Career Center Directors, and key faculty at Clark’s target universities.
The Summer Associate Experience: Direct the end-to-end Summer Associate program - including Capstone projects and networking events - maximizing it as our premier tool for full-time conversion.
Analytics & ROI: Modernize our approach to data by analyzing hiring metrics and market trends to optimize recruiting spend and increase offer acceptance rates.
Stakeholder Engagement & Brand Advocacy
Executive Influence: Act as a strategic advisor to Senior Operations Leaders, providing regular reporting on pipeline health and campus market intelligence.
Training & Capability: Elevate our interviewing standards by leading training sessions for all Clark interviewers, ensuring a consistent, professional, and bias-free candidate assessment.
Brand Ambassadorship: Serve as the national face of Clark’s campus brand, ensuring our core values and culture are communicated authentically to the next generation of builders.