Technical Recruiter

RRC Power and Energy•Round Rock, TX

About The Position

RRC is seeking a Technical Recruiter to help build the future of energy production in the United States and Canada. RRC is a multidisciplinary engineering firm specializing in energy projects, particularly renewable energy. The position may be remote, hybrid, or in person, and is associated with the Round Rock, Texas office. The Technical Recruiter partners with department managers to understand hiring needs, create staffing plans, and deliver full-cycle recruitment for engineering and technical roles. The role covers sourcing, candidate assessment, interview coordination, offer support, and onboarding, as well as developing talent pipelines and maintaining a positive candidate experience. The recruiter also tracks recruiting metrics, improves processes, supports broader HR functions as needed, and handles candidate and employee information confidentially. The successful candidate is expected to demonstrate RRC’s values: client satisfaction, employee happiness, quality work, and going above and beyond.

Requirements

At least 5 years of experience, preferably in full life-cycle technical recruiting, human resources, or a similar field.
Experience recruiting across multiple engineering disciplines, offices, or geographic markets.
Familiarity with professional engineering licensure, technical certifications, and consulting project-delivery roles.
Experience recruiting project managers, senior technical specialists, practice leaders, and business development professionals.
Experience managing onboarding and supporting broader HR functions.
Experience improving recruiting processes, reporting, employer branding, or workforce planning.

Nice To Haves

Bachelor’s degree in Human Resources, Business Administration, or a related field is preferred.

Responsibilities

Partner with department managers to identify current and anticipated recruiting needs and develop staffing plans aligned with department priorities, project requirements, and business growth plans.
Maintain accurate information on open positions, communicate candidate status and search progress, and present qualified, pre-screened candidates to hiring managers.
Advise hiring managers on sourcing strategies, candidate availability, position requirements, and potential hiring barriers.
Help hiring managers create and update job descriptions reflecting role responsibilities, technical qualifications, and experience requirements.
Develop, manage, and improve recruiting processes and practices.
Lead full-cycle recruitment, including sourcing, résumé review, pre-screening, interviewing, hiring manager coordination, offer support, and onboarding management.
Recruit engineering and technical professionals across disciplines, including for specialized and hard-to-fill positions.
Assess candidates’ technical knowledge, project experience, professional licensure, consulting experience, communication skills, qualifications, and credentials.
Coordinate interviews, gather hiring manager feedback, and support consistent candidate evaluation and selection.
Verify references when appropriate and coordinate pre-employment steps with Human Resources.
Manage onboarding with the Corporate Talent Acquisition Manager, hiring managers, and internal teams.
Develop sourcing strategies using professional networks, employee referrals, industry associations, universities, job boards, and direct outreach.
Build candidate pipelines, engage passive candidates, and cultivate relationships with engineering and technical professionals.
Expand outreach to attract a broad, diverse candidate pool and support fair, consistent hiring practices.
Maintain relationships with internal stakeholders and external recruiting sources, and partner with HR and department leaders on talent attraction and retention initiatives.
Provide a positive candidate experience through timely communication, updates, and final decisions, and communicate the position, company culture, and career opportunities.
Maintain accurate candidate records, recruiting activity, and hiring documentation in the applicant tracking system.
Collect and analyze recruiting data, including candidate demographics and hiring activity; monitor pipeline activity, time to fill, source effectiveness, offer acceptance, and candidate conversion.
Provide hiring updates and actionable insights to managers and leadership, and identify improvements to recruiting workflows, tools, reporting, and coordination.
Help develop and manage effective recruiting processes and support other HR responsibilities as needed, including orientation, performance management, training, and employee relations.
Handle candidate and employee information with professionalism, discretion, and confidentiality.