Talent Acquisition Partner

Epika Fleet Services•Boston, MA

12d•$65,000 - $75,000•Remote

About The Position

Overview Do you have a passion for recruiting top-tier talent in skilled trades? Are you experienced in sourcing and hiring technicians who work with their hands, solve complex mechanical issues, and keep America moving? Have you worked remotely and thrived in a fast-paced, high-demand environment? If you’re ready to help grow a national network of elite mobile technicians in one of our most active regions, we want to hear from you! Responsibilities Epika Fleet Services is seeking an experienced and proactive Talent Acquisition Partner to join our growing team. You’ll own full-cycle recruiting for diesel and fleet maintenance technician roles across our Northeast markets — Boston, Rochester, and surrounding areas — working across Epika and partner accounts. The right candidate has a minimum of 3–5 years of full-cycle recruiting experience in blue-collar, skilled trades, or distributed/mobile workforce environments, and has the discipline and drive to operate independently in a remote environment. Please note: This position requires hands-on experience recruiting for skilled labor or trade roles (e.g., diesel technicians, mechanics, fleet/logistics, construction, manufacturing. Applicants must be based in the Northeast region. Candidates located outside the Northeast will not be considered. Qualifications What You'll Do Own full-cycle recruiting for diesel and fleet tech roles across the Northeast — Boston, Rochester, and surrounding markets Source passive candidates aggressively using Indeed Smart Sourcer, boolean strings, and targeted keyword strategies Screen candidates via phone, document findings, and submit detailed write-ups to hiring managers Build and maintain strong relationships with hiring managers, RSMs, and field leadership — including pushing back when needed Manage candidate pipeline in ATS (iCIMS / transitioning to Paradox) with accuracy and real-time updates Identify and escalate req-level issues (pay misalignment, title problems, stale postings) proactively — don't just throw candidates at the problem Leverage AI tools to improve efficiency across sourcing, screening, and administrative tasks Collaborate with the recruiting team on onboarding, SOPs, and process improvements Must-Have Qualifications 3–5 years of full-cycle recruiting experience in blue-collar, skilled trades, or distributed/mobile workforce environments (manufacturing, welding, construction, fleet, logistics, etc.) Proven sourcing ability — you know how to work and build boolean strings, and fill roles that get zero applicants ATS experience required — any platform considered; Paradox or iCIMS experience is a plus Remote work experience and the self-discipline that comes with it Strong communicator: written, verbal, and when it counts — holding hiring managers accountable for feedback and follow-through Comfortable working in ambiguity; you can improvise when there's no playbook Working knowledge of AI tools and genuine interest in integrating them into your workflow Preferred Qualifications Familiarity with recruiting in densely populated, weather-challenged Northeast markets Experience managing high requisition volumes (30+ concurrent reqs) Track record of creative problem-solving when faced with recruiting bottleneck Soft Skills and Cultural Fit Self-starter with strong personal accountability and ownership mentality Adaptable — comfortable when processes change, tools evolve, and structure is still developing Resourceful and persistent — "I'm going to figure it out" attitude Trustworthy and self-disciplined in a remote work environment Strong organizational and time management skills Ability to push back professionally and hold others accountable Comfortable speaking up about challenges and escalating appropriately Takes pride in quality of work and closing requisitions Core Value Alignment: "Win with integrity and grit" Benefits What We Offer You: Monday–Friday schedule 100% Remote work Paid Time Off including holidays 401(k) with company match after 90 days of employment Health Insurance and Dental Plans Disability & Life Insurance Accident, Critical Illness, and Hospital Indemnity Employee Assistance Program Family-oriented company that values work/life balance Dedicated, experienced team Growth opportunities across a nationwide footprint Pay Range USD $65,000.00 - USD $75,000.00 /Yr.

Requirements

3–5 years of full-cycle recruiting experience in blue-collar, skilled trades, or distributed/mobile workforce environments (manufacturing, welding, construction, fleet, logistics, etc.)
Proven sourcing ability — you know how to work and build boolean strings, and fill roles that get zero applicants
ATS experience required — any platform considered; Paradox or iCIMS experience is a plus
Remote work experience and the self-discipline that comes with it
Strong communicator: written, verbal, and when it counts — holding hiring managers accountable for feedback and follow-through
Comfortable working in ambiguity; you can improvise when there's no playbook
Working knowledge of AI tools and genuine interest in integrating them into your workflow

Nice To Haves

Familiarity with recruiting in densely populated, weather-challenged Northeast markets
Experience managing high requisition volumes (30+ concurrent reqs)
Track record of creative problem-solving when faced with recruiting bottleneck

Responsibilities

Own full-cycle recruiting for diesel and fleet tech roles across the Northeast — Boston, Rochester, and surrounding markets
Source passive candidates aggressively using Indeed Smart Sourcer, boolean strings, and targeted keyword strategies
Screen candidates via phone, document findings, and submit detailed write-ups to hiring managers
Build and maintain strong relationships with hiring managers, RSMs, and field leadership — including pushing back when needed
Manage candidate pipeline in ATS (iCIMS / transitioning to Paradox) with accuracy and real-time updates
Identify and escalate req-level issues (pay misalignment, title problems, stale postings) proactively — don't just throw candidates at the problem
Leverage AI tools to improve efficiency across sourcing, screening, and administrative tasks
Collaborate with the recruiting team on onboarding, SOPs, and process improvements