(Senior) Talent Acquisition Specialist

JRM Construction Management•Boca Raton, FL

3d•Hybrid

About The Position

The (Senior) Talent Acquisition Specialist owns full-cycle recruiting for JRM's construction operations roles - Project Managers, Superintendents, Estimators, and other field and preconstruction positions - across a defined set of regional offices. This role requires fluency in construction project delivery and org structure, since success depends on being able to credibly evaluate technical fit and speak the language of the field teams being hired. Beyond individual requisitions, this role is a senior voice within the Talent Acquisition team: mentoring junior recruiters on construction-specific sourcing, owning ATS integrity for the construction requisition portfolio, and acting as the go-to resource for process and system questions related to field hiring.

Requirements

4+ years of full-cycle recruiting experience (agency or in-house), with meaningful experience recruiting for construction, engineering, or AEC field roles strongly preferred.
Working knowledge of construction project delivery methods and field/preconstruction org structures (Project Executive, PM, Superintendent, Estimator, etc.).
Hands-on ATS administration experience, including workflow management, reporting, and data integrity.
Track record of managing multiple open requisitions across different business functions and regions simultaneously.
Strong judgment on when to push hiring managers versus when to flex, particularly under tight project-driven timelines.
Comfortable coaching or mentoring less experienced team members.
Excellent written and verbal communication; sharp attention to detail.

Responsibilities

Own full-cycle recruitment - from intake through offer - for a portfolio of construction operations and preconstruction roles across multiple JRM offices.
Partner with Project Executives, Operations leadership, and regional hiring managers to discuss headcount, prioritize requisitions against active and upcoming project pipelines, and shape hiring strategy for hard-to-fill field roles.
Act as a thought leader in the construction talent market: identify and participate in industry events, trade association partnerships, and non-obvious sourcing channels to find candidates others miss.
Screen resumes, conduct phone/video screens, and evaluate candidates' technical construction background against project delivery method (CM, GC) and scope, delivering well-reasoned recommendations to hiring managers.
Build and maintain a pipeline of engaged field and preconstruction talent through proactive relationship-building - not just reactive requisition-filling.
Use data and recruiting metrics (time-to-fill, pipeline conversion, offer acceptance) to identify where the construction hiring process can improve, and drive those improvements directly.
Organize and participate in industry conferences, university construction-management program partnerships, and trade events to build a pipeline of exceptional field talent.
Mentor and coach junior recruiters on construction-specific sourcing techniques, terminology, and hiring-manager relationship management.
Own ATS workflow, data integrity, and reporting for the construction operations requisition portfolio.
Advise leadership on competitive compensation and market benchmarking for field and construction talent across regions.