Talent Acquisition Director Jobs

About The Position

Requirements

• Confirmed, verifiable performance hiring senior and executive talent. You can name specific director, vice president, and C-suite searches you personally sourced, assessed, and closed — the role, the compensation level, how you found the person, how long it took, and where that hire is now. Volume matters less than depth and verifiability: we will ask for specifics and we will check them with the hiring executives you worked for.
• Direct sourcing craft. You build market maps and named-person target lists and do the passive outreach yourself. You are not dependent on inbound applicants, job board response, or third-party firms to produce a slate. You can describe your outreach methodology and your response rates.
• Ten or more years of progressive talent acquisition experience, including at least four leading a function, a team, or a dedicated executive search desk.
• Experience recruiting into construction, engineering, industrial manufacturing, or another technically complex, project-delivery or skilled-trades environment — or a demonstrated history of becoming credible in a technical market quickly. You must be able to hold a substantive conversation with a mechanical contractor's operations executive and with the candidate they want to hire.
• Proven selection and management of external search firms, including negotiating terms and holding firms to them.
• Fluency in a structured, evidence-based hiring methodology — scorecards, competency-based interviewing, and calibrated debriefs. Familiarity with a named framework (for example, the Who / Topgrading approach) or equivalent rigor developed in practice.
• Direct people leadership: you have managed, coached, and developed recruiters and improved their output.
• ATS ownership and reporting fluency — you can build a metrics view from a system rather than a spreadsheet.
• Executive presence and the willingness to use it. You can tell a CEO that a requisition is unfillable as written, and be thanked for it.
• Based in or willing to relocate to the Sacramento region, with regular on-site presence at corporate headquarters.

Responsibilities

• Personally run director, vice president, and executive searches end to end: scorecard design, market mapping, passive outreach, assessment, reference work, offer construction, and close.
• Build named-person target lists from the actual market — competitors, adjacent industries, manufacturers, and owner organizations — rather than relying on applicant flow.
• Serve as the trusted advisor to the CEO, COO, and business unit presidents on senior hiring: pushing back on unfillable role definitions, calibrating expectations against market reality, and protecting the process from expedience.
• Manage confidential and sensitive searches with discretion, including replacement searches for incumbents still in seat.
• Own offer strategy and negotiation for senior hires in partnership with the CPO and CFO, including counteroffer defense and resignation coaching.
• Lead, coach, and develop the Senior Recruiter and Recruiting & Onboarding Coordinator; set goals, hold standards, build capability.
• Design the operating model for the function: role clarity, requisition ownership, service levels to hiring managers, escalation paths.
• Build the business case and staffing plan for team expansion as hiring volume grows with the strategy.
• Design and deliver interview training for hiring managers across the company so assessment quality does not depend on who happens to be in the room.
• Build and manage a curated panel of retained and contained search firms covering MEP and specialty contracting, industrialized construction and manufacturing, data center and mission-critical, sales leadership, and technology.
• Negotiate commercial terms: fee basis and percentage, payment milestones, replacement guarantees, off-limits provisions, and shortlist service levels.
• Hold firms accountable to performance data, and make evidence-based decisions about when to engage a firm versus source directly.
• Reduce total agency spend as a share of hiring cost over time while improving senior-hire quality.
• Build the "Why Mark III" narrative for senior candidates: industrialized construction, product ownership, a named growth strategy, and a culture worth relocating for.
• Rebuild the careers presence and LinkedIn company positioning, including data center and Components market positioning in partnership with marketing.
• Own the candidate experience end to end and measure it; a declined offer should still produce an advocate.
• Represent Mark III at industry, trade school, apprenticeship, and university partnerships that build long-term pipeline.
• Own the TA technology stack — currently Workable transitioning to Miter, plus LinkedIn Recruiter — including configuration for confidential executive search, pipeline reporting, and stage-conversion analytics.
• Build the metrics discipline: define, instrument, and report the funnel from requisition to six-month retention.
• Ensure compliance across California and Nevada requirements, including pay transparency in postings, OFCCP obligations where applicable, and consistent, defensible documentation of hiring decisions.
• Partner with the CPO and Finance on workforce planning, headcount governance, and cost per hire.

Benefits

• Health Care Plan (Medical, Dental & Vision)
• Retirement Plan (401k, IRA)
• Life Insurance (Basic, Voluntary & AD&D)
• Paid Time Off (Vacation, Sick & Public Holidays)
• Training & Development
• Onsite Gym and kitchen