Recruiter (Skilled Trades)

Meriton•Austin, TX

About The Position

The Recruiter owns full-cycle recruiting for assigned Operating Companies across a diverse portfolio of positions, including skilled trades, sales, and operations. The role partners with the Talent Strategic Partner and Operating Company hiring managers to prioritize hiring based on business demand, requisition volume, and urgency, while adapting recruiting expertise and workload across job functions. For trades recruiting, the Recruiter hires service technicians, apprentices, installers, and other field-based employees, and builds sustainable pipelines through trade schools, apprenticeship programs, military transition programs, community partnerships, and proactive sourcing. The role partners with hiring managers to assess technical aptitude and trade-specific qualifications, certifications, and licensing requirements, and coordinates ride-alongs, shop visits, or hands-on assessments when appropriate. The Recruiter also owns or supports sales and operations recruiting as regional and organizational needs require, applying a consistent full-cycle process while tailoring sourcing, screening, and candidate engagement to each role. Responsibilities include sourcing, screening, and scheduling candidates through the ATS; coordinating interviews; providing candidate feedback; extending offers within approved parameters; and managing the offer-to-start handoff. The Recruiter maintains an accurate ATS, keeps hiring managers informed about pipeline status and market conditions, delivers a responsive candidate experience, and coordinates onboarding handoffs that include relevant trade certification or licensing needs. Success is measured by time-to-fill, volume and quality of trades pipelines, offer-acceptance rate, early-tenure retention of trades hires, and responsiveness to flex (non-trades) requisition assignments. The role collaborates with Operating Company Hiring Managers, the Talent Strategic Partner, Talent Development, trade schools, apprenticeship programs, and military transition programs.

Requirements

At least 5 years of full-cycle recruiting experience.
Demonstrated success hiring high-volume skilled trades, field service, technician, and sales roles across multiple locations.
Ability to build talent pipelines through trade schools, apprenticeship programs, military transition programs, community partnerships, and proactive sourcing.
Experience managing a diverse requisition portfolio and adapting recruiting strategies for skilled trades, sales, operations, and corporate support positions.
Proficiency with applicant tracking systems and recruiting metrics.
Strong organizational, communication, and hiring-manager partnership skills.

Responsibilities

Own full-cycle recruiting for assigned Operating Companies across skilled trades, sales, operations, and other assigned positions.
Recruit service technicians, apprentices, installers, and other field-based employees.
Build sustainable talent pipelines through trade schools, apprenticeship programs, military transition programs, community partnerships, and proactive sourcing.
Partner with hiring managers to assess technical aptitude, trade-specific qualifications, certifications, and licensing requirements.
Coordinate ride-alongs, shop visits, or hands-on assessments when appropriate.
Apply consistent recruiting processes while adapting sourcing strategies, screening criteria, and candidate engagement to each role.
Communicate workload and capacity considerations to the Talent Strategic Partner to support requisition prioritization and recruiting resource allocation.
Source, screen, and schedule candidates through the applicant tracking system for assigned requisitions.
Coordinate interview logistics with hiring managers and provide timely candidate feedback.
Extend offers within approved parameters and manage the offer-to-start handoff.
Deliver a responsive, professional candidate experience from first contact through start date.
Keep hiring managers informed about pipeline status and market realities for open requisitions.
Hand off new hires to onboarding, including trade-specific certification or licensing needs.
Maintain accurate, up-to-date requisition and candidate status in the ATS.