Corporate Recruiter POST NUMBER: 474291

Our client is a mid-sized commercial electrical engineering and construction firm with approximately 200 employees and after going through a recent merger, they are positioning for exponential growth and plan to add over 100 employees in the next 6-12 months.

Their clients span across a range of industries including commercial, hospitality, public works, education, healthcare and they do a lot of work in the multifamily and data center sectors. This team takes pride in their ability to build their business through repeat clients and referrals not to mention they have a tremendous retention ratio of their employees.

They are currently looking to add an internal Recruiter who can work out of their office in Irvine and this person will be responsible for sourcing, attracting, and hiring top talent across all levels of the organization including field electricians, project managers, engineers, operations staff, and corporate roles.

Responsibilities:

• Manage the entire recruitment process from intake to offer acceptance.
• Source and attract candidates through job boards, social platforms, networking, and proactive outreach.
• Screen candidates for skills, experience, and cultural alignment.

Hiring Manager Partnership
• Work closely with department leaders to understand hiring needs and role requirements.
• Provide guidance on job descriptions, interview strategies, and market insights.
• Ensure alignment between hiring teams and recruiting processes.

Pipeline & Talent Strategy
• Build and maintain strong pipelines for high?volume and hard?to?fill roles.
• Develop strategies for attracting skilled tradespeople, technical talent, and operational staff.
• Track recruiting metrics and provide data?driven recommendations.

Candidate Experience
• Ensure every candidate—whether hired or not—has a positive, professional experience.
• Coordinate interviews, feedback loops, and communication touchpoints.
• Represent the mission, culture, and values in all interactions.

Process Improvement
•Support the development of scalable recruiting processes as the company grows.
•Leverage technology, analytics, and automation to improve efficiency.
• Contribute to employer branding initiatives and recruitment marketing.

Qualifications:

• 3 years of full?cycle recruiting experience, ideally in construction, electrical contracting, engineering, manufacturing, or skilled trades.
• Strong sourcing skills and familiarity with modern recruiting tools and platforms.
• Excellent communication, organization, and relationship?building abilities.
• Ability to thrive in a fast?paced, high?growth environment.

Determining compensation for this role (and others) at Vaco/Highspring depends upon a wide array of factors including but not limited to the individual’s skill sets, experience and training, licensure and certifications, office location and other geographic considerations, as well as other business and organizational needs. With that said, as required by local law in geographies that require salary range disclosure, Vaco/Highspring notes the salary range for the role is noted in this job posting. The individual may also be eligible for discretionary bonuses, and can participate in medical, dental, and vision benefits as well as the company’s 401(k) retirement plan. Additional disclaimer: Unless otherwise noted in the job description, the position Vaco/Highspring is filing for is occupied. Please note, however, that Vaco/Highspring is regularly asked to provide talent to other organizations. By submitting to this position, you are agreeing to be included in our talent pool for future hiring for similarly qualified positions. Submissions to this position are subject to the use of AI to perform preliminary candidate screenings, focused on ensuring minimum job requirements noted in the position are satisfied. Further assessment of candidates beyond this initial phase within Vaco/Highspring will be otherwise assessed by recruiters and hiring managers. Vaco/Highspring does not have knowledge of the tools used by its clients in making final hiring decisions and cannot opine on their use of AI products.