Talent Acquisition Manager

Martin-Martin Inc•Lakewood, CO

17d•Hybrid

About The Position

At Martin/Martin, talent is not a support function—it is a growth strategy. We are a nationally recognized engineering firm with more than 400 employees across ten offices. Our continued success depends on our ability to attract, engage, and select exceptional people in a highly competitive technical market. This role exists because the firm believes that great hiring decisions create long-term advantage. The Talent Acquisition Manager is a hands-on leader responsible for shaping how Martin/Matin competes for talent today and builds its workforce for the future. This is not a requisition-processing role. It is a business-critical position with visibility, influence, and accountability. What You’ll Be Trusted to Own Build a recruiting function that wins. You will design and lead firm-wide recruiting strategies that directly support business growth, office expansion, and succession planning. Success will be measured by the quality of hires, speed to productivity, and the strength of our talent pipelines. Partner with firm leadership. You will work closely with principals, office leaders, and hiring managers as a true advisor—bringing market insight, data, and judgment to hiring decisions that matter. Raise the bar for candidate quality and experience. From first outreach through onboarding, you will ensure candidates experience Martin/Martin as a thoughtful, well-led, and values-driven organization. Strengthen our employer brand in the engineering market. You will actively shape how Martin/Martin is perceived by experienced engineers, emerging professionals, and university talent—through sourcing strategy, campus recruiting, and external presence. Key Outcomes You’ll Drive A consistent, high-quality recruiting approach across all offices and disciplines Strong pipelines for hard-to-fill and future-critical roles Hiring managers who are confident, informed, and supported Data-driven recruiting decisions using meaningful metrics University recruiting programs that convert top students into long-term contributors A recruiting process that reflects our culture, standards, and expectations What You’ll Do (Day to Day) Lead full-cycle recruiting for technical, professional, and leadership roles across multiple regions Partner with hiring managers to define success profiles, not just job requirements Proactively source candidates using professional networks, referrals, LinkedIn Recruiter, universities, and industry channels Lead university recruiting strategy, including school selection, career fairs, firm representation, follow-up, and evaluation Manage and optimize the ATS and recruiting tools (Paylocity preferred) Track and analyze recruiting metrics to improve outcomes and efficiency Ensure compliance with employment laws and internal policies Collaborate with HR leadership on onboarding, workforce planning, and retention

Requirements

Bachelor’s degree in HR, Business, or a related field (or equivalent experience)
5+ years of demonstrated success filling high-impact roles with strong performers
Experience recruiting engineers or technical professionals across multiple locations
Strong sourcing and assessment skills
Excellent judgment, communication, and relationship-building ability
Proficiency with ATS platforms and recruiting tools (Paylocity preferred)
Working knowledge of employment laws and best practices

Nice To Haves

Experience leading or mentoring recruiters or coordinating recruiting efforts across multiple offices.
Familiarity with workforce planning, succession planning, and long-term talent strategies.
Strong organizational skills with the ability to manage multiple priorities in a fast-paced environment.
Data-driven mindset with experience using recruiting metrics to inform decisions.
Passion for engineering, the built environment, and professional services organizations.

Responsibilities

Lead full-cycle recruiting for technical, professional, and leadership roles across multiple regions
Partner with hiring managers to define success profiles, not just job requirements
Proactively source candidates using professional networks, referrals, LinkedIn Recruiter, universities, and industry channels
Lead university recruiting strategy, including school selection, career fairs, firm representation, follow-up, and evaluation
Manage and optimize the ATS and recruiting tools (Paylocity preferred)
Track and analyze recruiting metrics to improve outcomes and efficiency
Ensure compliance with employment laws and internal policies
Collaborate with HR leadership on onboarding, workforce planning, and retention