Senior Technical Recruiter

Infrastructure Consulting & Engineering, LLC•North Charleston, SC

20h

About The Position

Infrastructure Consulting & Engineering, LLC is seeking a Senior Technical Recruiter to support continued growth across ICE’s established operations and newly acquired companies. This position will manage complex, high-priority recruiting assignments across engineering, technical, field, corporate, and senior-level administrative functions. The Senior Technical Recruiter will partner with executive management, hiring managers, Human Resources, and leaders of acquired companies to develop recruiting strategies, identify highly qualified candidates, and guide searches from intake through offer acceptance and onboarding handoff. The successful candidate will bring strong sourcing ability, sound judgment, discretion, and the flexibility to support a growing multistate organization.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Communications, or a related field, or an equivalent combination of education and relevant experience.
AEC, civil engineering, transportation, construction, or infrastructure consulting recruiting experience.
At least seven years of progressive full-cycle recruiting experience, including substantial responsibility for technical, engineering, construction, or other specialized professional searches.
Demonstrated success filling difficult-to-fill, senior-level, or confidential positions.
Experience partnering directly with executives and senior hiring managers.
Advanced passive-candidate sourcing skills using professional networks, recruiting platforms, databases, referrals, and direct outreach.
Ability to understand technical requirements and translate them into effective searches and candidate evaluations.
Experience managing multiple searches across disciplines, locations, and levels of seniority.
Excellent written communication, interviewing, organization, judgment, and relationship-management skills.
Proficiency with applicant tracking systems, Microsoft Office, LinkedIn Recruiter, Indeed, and similar recruiting tools.
Ability to travel periodically to ICE offices, acquired companies, career fairs, and industry events.

Nice To Haves

Familiarity with engineering disciplines, professional licensure, DOT certifications, CEI classifications, and technical career paths.
Experience supporting mergers, acquisitions, integrations, or newly established business units.
Experience recruiting for senior corporate, administrative, and leadership positions.
Established professional networks.
Experience improving recruiting processes, developing sourcing strategies, and using recruiting metrics.
SHRM, HRCI, AIRS, or related professional certification.

Responsibilities

Manage assigned searches from intake through sourcing, screening, interview coordination, selection, offer preparation, pre-employment activities, and onboarding handoff.
Recruit for ICE’s engineering and technical disciplines, including roadway, structures, CEI and MEI, water resources, traffic, aviation, geotechnical, surveying, utility coordination, pavement, materials, architecture, planning, and environmental services.
Support senior corporate and administrative hiring in finance, accounting, human resources, information technology, legal, marketing, business development, operations, and executive support.
Lead confidential searches for management, director, executive, and other sensitive positions.
Develop targeted recruiting strategies for specialized, licensed, certified, and difficult-to-fill roles.
Build pipelines for anticipated project awards, geographic expansion, succession needs, and future growth.
Serve as a recruiting partner to newly acquired companies during transition and integration.
Assess immediate and long-term staffing needs, active openings, candidate pipelines, recruiting practices, and workforce challenges.
Create recruiting plans that support each acquired company’s business objectives while aligning with ICE’s standards and approval processes.
Learn the acquired company’s services, culture, client relationships, geographic markets, and specialized talent needs.
Help transition job descriptions, postings, candidate records, workflows, employment branding, and reporting into ICE’s recruiting structure.
Support hiring associated with growth, employee retention, leadership transitions, project awards, and operational expansion.
Conduct detailed intake meetings to establish required qualifications, preferred experience, compensation considerations, priorities, and realistic timelines.
Advise leaders on candidate availability, market conditions, titles, compensation competitiveness, sourcing challenges, and search progress.
Present clear candidate assessments covering qualifications, motivations, compensation expectations, geographic preferences, and potential concerns.
Guide managers through consistent, effective, and compliant interviewing and selection practices.
Prioritize competing needs based on project impact, operational urgency, leadership direction, and business risk.
Provide recruiting updates and market intelligence to executive management and key stakeholders.
Identify passive candidates through LinkedIn Recruiter, Indeed, professional associations, referrals, industry networks, career fairs, competitor research, and direct outreach.
Create Boolean searches, market maps, sourcing plans, and targeted candidate lists for specialized positions.
Research comparable titles, agency classifications, certifications, licensure requirements, and competitor organizations.
Develop long-term relationships with prospective candidates and maintain reusable talent pipelines.
Monitor talent-market conditions and recruiting trends affecting the architecture, engineering, construction, and transportation industries.
Maintain accurate requisition, candidate, interview, offer, source, and disposition records in the applicant tracking system.
Follow company approval processes and applicable federal, state, and local employment requirements.
Protect confidential candidate, employee, compensation, business, and acquisition information.
Track activity, time to fill, source effectiveness, offer acceptance, and other agreed recruiting measures.
Identify opportunities to improve recruiting systems, processes, templates, reporting, and candidate experience.
Share technical recruiting knowledge and provide guidance or mentoring to other recruiting team members.
Represent ICE at career fairs, professional meetings, industry events, and other recruiting activities.