Accountabilities:

Manage end-to-end recruitment processes for engineering positions across the United States and Canada, ensuring high-quality candidate delivery and alignment with talent acquisition objectives.

Use advanced sourcing strategies to identify, attract, and engage both active and passive candidates, particularly for specialized and hard-to-fill technical roles.

Screen and assess candidates based on technical expertise, cultural alignment, leadership potential, and suitability for specific engineering positions.

Provide strategic recommendations on candidate selection and communicate compelling career opportunities tailored to candidates' motivations and professional goals.

Build talent pipelines and candidate engagement strategies through targeted sourcing channels, professional networks, and employer-branding initiatives.

Promote the employer brand through relevant social media content and recruitment channels to strengthen visibility among targeted talent communities.

Advise hiring managers and senior leaders on recruitment strategies, market trends, talent availability, compensation benchmarks, and talent acquisition best practices.

Lead complex offer negotiations, helping candidates and stakeholders reach mutually beneficial outcomes while maintaining alignment with compensation expectations.

Manage candidate and requisition information in the applicant tracking system, ensuring accurate, timely records and reliable reporting data.

Monitor recruitment performance indicators and use market insights and recruitment data to identify opportunities for process optimization.

Apply Lean principles to daily recruitment activities, improving efficiency, consistency, and the overall hiring experience.

Support recruitment projects, implement best practices, and contribute to continuous improvement initiatives.

Mentor and coach junior recruiters, sharing advanced sourcing, screening, negotiation, and stakeholder-management techniques.

Promote inclusive and equitable recruitment practices while ensuring a positive candidate experience throughout the hiring journey.

Requirements

At least 5 years of recruitment experience, with demonstrated expertise in sourcing, candidate screening, complex offer management, and stakeholder advisory.

At least 2 years of consultative recruitment experience within conventional power, electric power, renewable energy, or another highly regulated and technically complex industry.

At least 2 years of proven experience identifying and sourcing specialized talent across engineering disciplines, including one or more of the following:

Mechanical Systems

Instrumentation and Controls (I&C)

Probabilistic Risk and Reliability

Systems Integration

Civil Structural Engineering

Other systems engineering specialties

Strong understanding of technical recruitment challenges and the ability to assess specialized engineering talent.

Preferred: Bachelor's degree from an accredited university or equivalent knowledge and professional experience.

Preferred: Experience with recruitment technology and talent intelligence tools such as Workday or comparable ATS platforms, LinkedIn Recruiter, Talent Neuron, Tableau, and AI-powered tools such as ChatGPT.

Preferred: Strong consultative and advisory skills, with the ability to influence hiring strategies and build trusted relationships with hiring managers and senior stakeholders.

Preferred: Experience in change management, recruitment process optimization, and implementation of improved practices.

Preferred: Strategic mindset, with the ability to anticipate talent needs, influence change, and support long-term workforce planning.

Preferred: Ability to interpret and communicate recruitment data, market trends, and talent insights through compelling, actionable recommendations.

Preferred: Excellent negotiation and candidate-closing skills, particularly for complex or high-stakes offers.

Preferred: Leadership experience, including mentoring and coaching junior recruitment professionals.

Preferred: In-depth knowledge of industry trends, labor-market dynamics, and compensation benchmarks.

How Jobgether works

We use an AI-powered matching process to ensure your application is reviewed quickly, objectively, and fairly against the role's core requirements. Our system identifies the top-fitting candidates, and this shortlist is then shared directly with the hiring company. The final decision and next steps (interviews, assessments) are managed by their internal team.

We appreciate your interest and wish you the best!

Why Apply Through Jobgether?

Data Privacy Notice: By submitting your application, you acknowledge that Jobgether will process your personal data to evaluate your candidacy and share relevant information with the hiring employer. This processing is based on legitimate interest and pre-contractual measures under applicable data protection laws (including GDPR). You may exercise your rights (access, rectification, erasure, objection) at any time.

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