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United States
Remote only
This position is listed on behalf of a partner company, who manages all applications and next steps. Our partner is looking for an Engineering Technical Recruiter based in the United States.
The Engineering Technical Recruiter will play a key role in attracting and securing specialized talent across engineering, environmental, and professional consulting disciplines. This position combines full-cycle recruitment with strategic sourcing, talent pipeline development, and market intelligence. You will identify and engage high-quality candidates, including passive professionals in competitive talent markets, while building strong relationships with candidates and hiring managers. Working closely with a collaborative Talent Acquisition team, you will manage multiple recruitment priorities and contribute to measurable hiring outcomes. You will also use recruiting data and market insights to refine sourcing strategies and improve recruitment processes. This is an opportunity to take ownership of your recruitment portfolio while supporting organizational growth through effective talent acquisition.
As an Engineering Technical Recruiter, you will oversee recruitment activities from initial hiring discussions through successful candidate placement, ensuring an efficient and positive experience for all stakeholders. Your responsibilities will include:
Manage full-cycle recruitment for assigned technical and professional positions, including intake meetings, sourcing, interviews, offers, negotiations, and requisition closeout.
Develop and implement targeted recruiting strategies based on position requirements, talent availability, market conditions, and hiring priorities.
Proactively identify and engage passive and hard-to-reach candidates through LinkedIn, professional networks, referrals, industry associations, events, job boards, and other sourcing channels.
Build and maintain sustainable talent pipelines to support immediate recruitment needs and future workforce growth.
Evaluate sourcing performance and continuously adjust strategies based on candidate engagement, pipeline quality, and hiring outcomes.
Conduct candidate interviews to assess qualifications, professional experience, career objectives, and suitability for available opportunities.
Collaborate with hiring managers to establish expectations, maintain communication, and facilitate timely recruitment decisions.
Share relevant market intelligence, candidate insights, and talent availability updates with hiring teams.
Maintain accurate and up-to-date candidate records, requisitions, interview feedback, offers, and hiring information within the Applicant Tracking System (ATS).
Manage multiple recruitment assignments simultaneously while ensuring responsiveness, accuracy, and a positive candidate experience.
Support offer development, compensation discussions, negotiations, and candidate closing strategies.
Track recruitment activity, pipeline health, and hiring outcomes against established Talent Acquisition goals and KPIs.
Monitor competitor activity, compensation trends, talent availability, and emerging recruitment tools and sourcing practices.
Identify opportunities to improve recruitment processes, reporting, sourcing methods, tools, and the overall candidate experience.
The ideal candidate is an experienced technical recruiter with a strong background in full-cycle hiring, proactive sourcing, and relationship management. You should be comfortable navigating specialized talent markets, using recruitment data to guide decisions, and collaborating with stakeholders across distributed teams. The following qualifications are expected:
At least 5 years of full-cycle recruiting experience, preferably within technical, engineering, environmental, consulting, or similarly specialized fields.
Bachelor's degree in Human Resources, Business, or a related discipline, or an equivalent combination of education and professional experience.
Previous recruiting experience in engineering, environmental consulting, or the Architecture, Engineering, and Construction (AEC) industry is preferred.
Demonstrated success identifying, sourcing, and engaging passive and hard-to-find candidates.
Proven ability to develop, execute, and adapt recruitment strategies based on talent-market conditions and hiring outcomes.
Experience building and maintaining long-term talent pipelines for current and anticipated hiring needs.
Strong proficiency with Applicant Tracking Systems (ATS), including recruitment workflows, candidate records, requisition management, and reporting.
Experience working with recruitment metrics, KPIs, and established service expectations.
Ability to analyze recruitment data and pipeline activity to identify challenges and optimize sourcing strategies.
Strong communication and stakeholder management skills, particularly when partnering with hiring managers.
Ability to manage multiple recruitment assignments and competing priorities while maintaining attention to detail and consistent follow-through.
Excellent candidate relationship-building, interviewing, negotiation, and closing skills.
Experience using sourcing platforms and tools, including LinkedIn, recruitment databases, job boards, and social media.
Excellent written and verbal communication skills.
Ability to work independently while contributing effectively to a geographically distributed team.
Annual salary ranging from $75,000 to $95,000 USD.
Flexible, fully remote work arrangement.
Nationwide opportunity for candidates residing in the United States.
Up to 10% annual travel.
Comprehensive employee benefits package.
Opportunity to own full-cycle recruitment for specialized technical and professional positions.
Exposure to challenging engineering and environmental consulting talent markets.
Opportunities to develop creative sourcing strategies and build long-term talent pipelines.
Collaborative Talent Acquisition team focused on professional development, continuous improvement, and measurable results.
Opportunity to contribute to recruitment process improvements and enhance the overall candidate experience.
