Talent Acquisition Partner

DLR Group•Los Angeles, TX

25d•Hybrid

About The Position

DLR Group is seeking a Talent Acquisition Partner to join its Human Resources team. The role may be based in Dallas, Denver, Houston, Las Vegas, Los Angeles, Phoenix, Riverside, Seattle, or Tucson. The partner will advise hiring leaders on recruiting strategies, market conditions, and best practices, using market insights and creative sourcing approaches to attract top talent and provide a positive candidate experience. The role supports recruiting across the architecture, engineering, and design industry and contributes to recruiting initiatives and process improvements. DLR Group describes its HR function as rapidly growing and emphasizes collaboration, teamwork, and opportunities to take on new challenges. The firm uses a four-day in-office work model, with flexibility to work somewhere other than the office on Fridays.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a related field.
At least five years of experience in recruiting, talent sourcing, and talent selection.
Experience with in-house, full-cycle recruiting within the AEC industry.
Experience using an applicant tracking system, preferably Greenhouse.
Extensive experience sourcing passive candidates and building and maintaining candidate pipelines through LinkedIn and other social platforms, using advanced techniques and market research.
Experience advising hiring leaders and influencing recruiting best practices.
Ability to travel 10–15%.

Nice To Haves

Experience working for an Architecture, Engineering, Construction, or Design firm, including at least two years recruiting engineers.
Experience with OFCCP Guidelines.
Experience with recruitment marketing.

Responsibilities

Build trusted partnerships with hiring leaders to understand hiring needs, influence recruiting strategies, and guide the selection and offer process.
Develop and maintain talent pipelines within the architecture, engineering, and design industry for current and future hiring needs.
Proactively source, engage, and influence qualified candidates through LinkedIn, job boards, professional associations, and other creative sourcing methods.
Use market intelligence, competitor insights, and university partnerships to identify talent opportunities and strengthen recruiting strategies.
Provide a positive candidate experience through clear communication, transparency, timely feedback, and consistent updates.
Prioritize and manage multiple searches, balancing time and resources according to business needs and critical hiring priorities.
Assess and recommend external recruiting resources as needed to support hiring goals.
Support employer brand visibility through social media, recruitment marketing, and advertising strategies.
Contribute to recruiting initiatives, process improvements, and special projects as needed.