Talent Acquisition Specialist

Lighting Maintenance Inc•Harmans, MD

About The Position

Lighting Maintenance Inc. (LMI) is seeking a proactive, relationship-driven Talent Acquisition Specialist to own the full recruiting and new-hire integration lifecycle across the organization. This role will partner closely with Human Resources, division managers, Marketing, electrical trade schools, apprenticeship programs, and industry membership organizations to build a strong and consistent talent pipeline for LMI. The Talent Acquisition Specialist will be responsible for understanding workforce needs, developing recruiting strategies, sourcing and screening candidates, coordinating structured interviews, strengthening LMI's employer brand, managing recruiting partnerships and job-fair activity, maintaining candidate evaluation tools, owning the onboarding process, and conducting 30-, 60-, and 90-day new-hire check-ins with employees and managers.

Requirements

3+ years of recruiting or talent acquisition experience, including direct experience recruiting within the skilled trades, construction, electrical contracting, infrastructure, field service, manufacturing, or a similar operational environment.
Experience managing multiple open positions and hiring processes simultaneously.
Strong communication, relationship-building, follow-up, and organizational skills.
Ability to conduct candidate screens and hiring-manager intake meetings with confidence and professionalism.
Strong writing skills with the ability to create clear job postings, candidate communications, and recruiting materials.
Comfort working in a fast-paced environment with field and office-based teams.
Proficiency with applicant tracking systems, HR systems, Microsoft Office, email, calendars, and digital recruiting platforms.
Ability to travel locally and regionally for job fairs, school events, and recruiting activities as needed.

Nice To Haves

Strong preference for direct recruiting experience within electrical contracting or construction, including electricians, apprentices, technicians, foremen, project/operations leaders, and other skilled-trade positions.
Experience building relationships with trade schools, apprenticeship programs, workforce organizations, or industry associations.
Experience with employer branding, recruitment marketing, social recruiting, or careers-page content.
Experience building structured interview guides, candidate scorecards, hiring-manager intake forms, or onboarding programs.
Experience conducting new-hire check-ins, retention interviews, or onboarding effectiveness reviews.
Experience using BambooHR, Miter, ZipRecruiter, or comparable recruiting and HR systems is a plus.

Responsibilities

Partner with division managers and company leadership to understand current and anticipated hiring needs, workforce priorities, role requirements, and hiring timelines.
Conduct structured intake sessions before launching searches to confirm responsibilities, required qualifications, compensation parameters, interview teams, hiring criteria, and target start dates.
Manage full-cycle recruiting activities, including job postings, sourcing, applicant review, phone screens, interview scheduling, candidate communication, reference coordination, and offer-stage support.
Develop sourcing strategies for electricians, apprentices, field technicians, operations professionals, managers, and corporate/support roles.
Maintain an active pipeline of qualified candidates for recurring and difficult-to-fill positions.
Track recruiting activity and provide regular updates on pipeline health, open positions, aging requisitions, interview activity, offers, acceptances, and hiring outcomes.
Partner with Marketing to strengthen LMI's employer brand across recruiting channels, social media, careers content, employee stories, job-fair materials, recruiting campaigns, and digital outreach.
Help communicate LMI's culture, career opportunities, training pathways, benefits, employee experience, and long-term career potential to prospective candidates.
Create and maintain consistent, accurate, and engaging job postings that reflect the actual role and LMI's employment brand.
Identify opportunities to showcase field employees, projects, career progression, apprenticeship success stories, and company culture as recruiting content.
Own and grow relationships with LMI's current electrical schools, apprenticeship programs, trade organizations, workforce partners, and professional memberships.
Coordinate, host, and attend job fairs, career days, school visits, apprenticeship events, community recruiting events, and industry networking opportunities.
Maintain a recruiting calendar of school events, job fairs, graduation dates, membership events, and other pipeline-building opportunities.
Work with internal leaders and field employees to represent LMI at recruiting events and communicate career pathways within the organization.
Create, maintain, and continuously improve candidate screening forms, interview questionnaires, scorecards, and evaluation forms for LMI positions.
Ensure candidates are evaluated consistently against role-related criteria and that interview feedback is documented promptly.
Prepare hiring managers and interview teams for interviews by providing candidate materials, evaluation criteria, and interview guidance.
Deliver a professional, responsive, and consistent candidate experience from initial contact through final disposition.
Own and coordinate the new-hire onboarding process in partnership with HR, Safety, Fleet, IT, Payroll, managers, and other departments.
Ensure pre-employment requirements, onboarding documentation, orientation logistics, system access, equipment needs, training assignments, and manager readiness are coordinated before the employee's start date.
Maintain onboarding checklists and role-specific onboarding plans to support a consistent first-day and first-week experience.
Conduct structured 30-, 60-, and 90-day check-ins with new hires and their managers to assess training, performance, engagement, role clarity, and overall integration.
Document themes from new-hire check-ins and provide HR and leadership with recommendations to improve retention, onboarding, training, and manager effectiveness.
Maintain accurate recruiting records, candidate documentation, interview feedback, and onboarding records in company systems.
Support consistent recruiting practices that align with company policy and applicable employment requirements.
Monitor recruiting sources and partnerships to identify which channels are generating qualified candidates and successful hires.
Recommend improvements to recruiting workflows, candidate communications, interview processes, onboarding practices, and hiring-manager accountability.