Talent Acquisition Specialist

AKS Engineering & Forestry, LLC•Las Vegas, NV

25d

About The Position

AKS is seeking a Senior Talent Acquisition Specialist to lead recruiting for its Power Division. This is a hands-on, full-cycle recruiting role focused on attracting experienced professionals across energy, power, construction, and A/E/C industries. The specialist partners closely with business leaders and hiring managers, owns searches from initial intake through offer acceptance, and advises on hiring strategy while helping the division scale to support continued growth.

Requirements

At least 5 years of full-cycle recruiting experience, ideally in energy, power, utilities, construction, engineering, or the broader A/E/C industry.
Strong understanding of relevant talent markets and ability to speak credibly with experienced technical professionals, project managers, construction leaders, and other industry specialists.
Ability to independently manage a full recruiting desk, prioritize business-critical roles, and maintain momentum from intake through offer acceptance.
Strong sourcing skills, including the ability to identify, engage, and build relationships with passive candidates in competitive markets.
Ability to work directly with senior leaders and hiring managers, ask thoughtful questions, challenge assumptions, and translate business needs into recruiting strategies.
Offer negotiation skills, including managing competing expectations, overcoming objections, and closing candidates.
Ability to connect hiring priorities with project schedules, revenue goals, staffing needs, and broader business objectives.
Proactive, resourceful approach and comfort working with a high degree of ownership.
Strong organization and consistency in managing searches, stakeholder communication, recruiting data, and workflows.
Strong communication skills and ability to build trust while maintaining a positive, professional candidate experience.
Comfort using an ATS and recruiting tools to manage workflows, track performance, and support data-informed decisions.

Nice To Haves

Greenhouse experience.
Direct recruiting experience in renewable energy, utility-scale solar, battery energy storage systems (BESS), transmission, high-voltage infrastructure, or power delivery.
Experience recruiting construction management professionals, project managers, superintendents, safety leaders, commissioning professionals, or other senior technical and field-based talent.
Agency or staffing experience with demonstrated success building talent pipelines, developing candidate relationships, and delivering results in competitive markets.
Experience recruiting across multiple states or supporting geographically dispersed teams and project-based workforces.
Familiarity with industry-specific compensation structures, travel requirements, per diem, project assignments, and other factors that affect candidate decisions.
Experience coaching hiring managers and implementing structured recruiting processes in a growing organization.

Responsibilities

Own full-cycle recruiting for the Power Division across energy, power, utilities, renewable energy, construction, and related A/E/C markets, focusing on experienced and hard-to-find talent.
Manage searches from intake through offer acceptance, including role definition, sourcing strategy, candidate assessment, interview coordination, offer development, negotiation, and closing.
Partner with hiring managers and business leaders to understand project demands, business objectives, team structure, and role requirements.
Build targeted sourcing strategies and talent pipelines, including engaging passive candidates.
Advise hiring managers on market intelligence, compensation, candidate feedback, and hiring strategy.
Coach and train hiring managers on interviewing, candidate evaluation, timely decisions, and closing candidates.
Lead offer strategy and negotiations, considering candidate expectations, market conditions, internal equity, and business needs.
Develop knowledge of the industries, roles, and talent markets served by the Power Division and the factors affecting hiring and project staffing.
Build long-term relationships with candidates and industry professionals to support current and future hiring needs.
Maintain recruiting processes, accurate ATS data, and clear communication with hiring managers and candidates.
Monitor recruiting performance, identify bottlenecks, and recommend improvements to hiring effectiveness, efficiency, and candidate experience.
Take ownership of recruiting challenges and work with business leaders to keep hiring efforts moving forward.