Recruiting & Talent Acquisition Specialist

A & A Plumbing, Heating & Cooling LLC•Schertz, TX

9h•$50,000 - $65,000•Onsite

About The Position

A&A Plumbing, Heating & Cooling is seeking a Recruiting & Talent Acquisition Specialist to build and lead their recruiting function from the ground up. This role will own the hiring process from beginning to end, supporting a variety of positions including skilled field technicians, apprentices, office professionals, and department leaders. The company is looking for someone to create a practical, repeatable recruiting system, including job posting and outreach templates, candidate screening and interview processes, recruiting timelines and hiring workflows, a sourcing strategy, and an applicant tracking system. The specialist will also be responsible for proactively sourcing candidates through direct outreach, employee referrals, trade schools, industry relationships, online platforms, community partnerships, and professional networking. Additionally, the role involves advising the General Manager on recruiting activity, candidate quality, and hiring risk, translating the growth budget into an actionable hiring plan, and providing pipeline updates.

Requirements

Experience building or significantly improving a recruiting process
Comfortable working independently and taking ownership of results
Experience managing several different types of openings at the same time
Understanding that recruiting skilled trades requires proactive sourcing and relationship-building
Ability to adjust approach when recruiting technicians, office professionals, and leadership candidates
Clear communication with hiring managers and company leadership
Organized, responsive, and comfortable tracking recruiting activity and results
Ability to identify hiring risks and recommend solutions before positions remain open too long
Ability to work well with minimal supervision in a fast-moving environment

Responsibilities

Build and manage the hiring pipeline, developing and maintaining a consistent pipeline of qualified candidates for various roles including technicians, installers, apprentices, customer service and office professionals, accountants, marketing professionals, specialized roles, department managers, and leadership-level positions.
Prioritize positions that directly affect revenue, capacity, and operational performance.
Create the recruiting process, building a practical, repeatable recruiting system that includes job posting and outreach templates, candidate screening and interview processes, recruiting timelines and hiring workflows, a sourcing strategy tailored to skilled trades, office positions, and leadership searches, and a simple applicant tracking and reporting system.
Source candidates proactively through direct outreach, employee referrals, trade schools and technical programs, industry relationships, online recruiting platforms, community partnerships, and professional networking.
Advise the General Manager on recruiting activity, candidate quality, and hiring risk, translating the company’s growth budget into an actionable hiring plan, providing regular pipeline updates, and identifying potential delays before they affect revenue or operations.