Talent Operations Manager (Spanish Bilingual Required)

Buildforce•Richardson, TX

3d•$80,000 - $90,000•Hybrid

About The Position

As a Talent Operations Manager for our DFW market, you'll own the end-to-end talent acquisition and placement process for Buildforce electricians in the metro. This is an in-market, "run your own branch" role: you'll partner closely with our in-market Account Executive and Senior Talent Operations Manager to build a high-quality pool of electricians and place candidates on commercial construction projects. This is a full-cycle recruiting position that requires the ability to context-switch in a dynamic environment and use modern tools to run an efficient recruiting process. You must live in the Dallas area. This is an in-person, hybrid role — it is not a remote position.

Requirements

High-velocity recruiting experience — this is critical. Ideally from an environment with 200+ touches/week or 20+ interviews/week.
Bilingual — Spanish & English required.
Staffing, construction, or blue-collar industry experience strongly preferred. Light industrial, construction, and blue-collar staffing backgrounds are the best fit.
Small-business or early-stage company experience — you're comfortable without a lot of red tape or process handed to you.
Excellent communication and organizational skills.
Tech-savvy — comfortable troubleshooting and picking up new tools quickly.
Empathy & relationship-building — you put yourself in the other person's shoes.
Tenacity & self-motivation — an "I've got it" mentality.
Ownership — you're comfortable running your market like your own branch.
Resiliency & adaptability — you thrive with ambiguity, not despite it.
Team player — you lean on Sales and Ops rather than going it alone.
Willingness to ask questions and learn.

Nice To Haves

2+ years or more in a single role is a good sign — enough time to work through real adversity and challenges.
Candidates who've done full-cycle, high-volume recruiting (not just sourcing or just interviewing).
Backgrounds that are primarily non-recruiting and in unrelated industries (e.g., hospitality/retail, logistics/manufacturing, property management, education, medical).
A pattern of short (sub-1-year) stints across multiple employers.
A strong preference for fully remote work — this is an in-person, in-market role.

Responsibilities

Sourcing: Using job boards, referrals, and other channels to source high-quality electricians for commercial construction job sites
Interviewing: Conduct quality interviews effectively and always on time. Coach new electricians on the Buildforce process and expectations. Pay negotiation skills are critical during the interview process.
Placements: Work as a team to achieve monthly placement goals with quality and retention in mind. Provide a “white-glove” experience for priority placements for high-profile and new customers.
Operational Expertise: Many commercial construction job sites require operationally complex and administrative hurdles. Need to have strong organizational skills to manage this operational complexity (maintaining records and documentation).
Technical Support: Complete a Buildforce introduction and teach electrician prospects how to use the Buildforce App and complete their “profile”.
Customer Support and Field Management: Providing delightful customer experiences through inbound emails, text messages, chats, and phone calls. Listen to concerns, resolve problems, and offer the best recommendations to electricians utilizing the Buildforce App.
Relationship-Building: Apply exceptional follow-up and time management skills to cultivate relationships with electricians.
Cross-Functional Collaboration: Work cross-functionally to ensure electricians are equipped with technical and functional knowledge about our Buildforce platforms. This requires close collaboration with our Sales, Support, and Product teams.
Strategic Projects: We are constantly improving the Talent Operations team at Buildforce, and you will work on projects that help our team “raise the bar”
Market Ownership: Act as the operator of the DFW market — partner with the in-market Account Executive to convert demand into placements, and use judgment to weigh proactive vs. reactive recruiting approaches as the market matures.