Recruiter (Skilled Trades)

Meriton•Austin, TX

About The Position

The Recruiter owns full-cycle recruiting for assigned Operating Companies across a diverse portfolio of roles, including skilled trades, sales, and operations. Working with the Talent Strategic Partner and Operating Company hiring managers, the Recruiter prioritizes hiring needs according to business demand, requisition volume, and urgency. The role requires flexibility across job functions while maintaining consistent recruiting practices and a strong candidate and hiring-manager experience. For skilled trades roles, the Recruiter hires service technicians, apprentices, installers, and other field-based employees. The role builds talent pipelines through trade schools, apprenticeship programs, military transition programs, community partnerships, and proactive sourcing. It also partners with hiring managers to assess technical aptitude, trade qualifications, certifications, and licensing requirements, and coordinates ride-alongs, shop visits, or hands-on assessments when appropriate. The Recruiter owns or supports sales and operations hiring based on regional and organizational needs, adapting sourcing, screening, and candidate engagement approaches to each role. The Recruiter sources, screens, and schedules candidates through the ATS; coordinates interviews; provides timely candidate feedback; extends offers within approved parameters; and manages the offer-to-start handoff. The role keeps hiring managers informed about pipeline status and market realities, maintains accurate ATS records, and hands new hires off to onboarding, including trade-specific certification or licensing needs. Performance is measured using time-to-fill, trades pipeline volume and quality, offer-acceptance rates and early-tenure retention of trades hires, and responsiveness to non-trades requisition assignments. The role partners 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 and a portfolio of skilled trades, sales, operations, and other 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 qualifications, certifications, and licensing requirements; coordinate ride-alongs, shop visits, or hands-on assessments when appropriate.
Own or support sales and operations recruiting according to regional and organizational hiring needs.
Adapt sourcing strategies, screening criteria, and candidate engagement approaches to different role types while applying a consistent recruiting process.
Communicate workload and capacity considerations to the Talent Strategic Partner to support prioritization and allocation of recruiting resources.
Source, screen, and schedule candidates through the ATS 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.