Bachelor's degree in HR, Business, Communications, or related field, or equivalent experience.
7+ years of full-cycle recruiting experience, particularly in technical and engineering roles.
Proven success in filling senior-level and confidential positions.
Experience collaborating with executives and senior hiring managers.
Advanced skills in passive candidate sourcing and market intelligence.
Ability to understand and translate technical requirements into effective searches.
Proficiency with ATS, Microsoft Office, LinkedIn Recruiter, and similar tools.
Responsibilities
Manage full-cycle recruiting from intake to onboarding for various technical and engineering roles.
Develop targeted recruiting strategies for specialized and hard-to-fill positions.
Partner with newly acquired companies to assess staffing needs and integrate recruiting practices.
Conduct detailed intake meetings with hiring managers to establish qualifications and timelines.
Provide market intelligence and candidate assessments to executive management.
Build candidate pipelines for anticipated project awards and organizational growth.
Maintain accurate records in the applicant tracking system and track recruiting metrics.
Benefits
Opportunity to work in a growing multistate organization.
Engagement in high-priority recruiting assignments across diverse disciplines.
Collaboration with executive management and senior leaders.
Involvement in the integration of newly acquired companies.
Access to professional development and mentoring opportunities.
Full Job Description
Senior Technical Recruiter
Position Summary
Infrastructure Consulting & Engineering, LLC is seeking a Senior Technical Recruiter to support continued growth across ICE's established operations and newly acquired companies. This position will manage complex, high-priority recruiting assignments across engineering, technical, field, corporate, and senior-level administrative functions.
The Senior Technical Recruiter will partner with executive management, hiring managers, Human Resources, and leaders of acquired companies to develop recruiting strategies, identify highly qualified candidates, and guide searches from intake through offer acceptance and onboarding handoff. The successful candidate will bring strong sourcing ability, sound judgment, discretion, and the flexibility to support a growing multistate organization.
Key Responsibilities Full Cycle Recruiting
Manage assigned searches from intake through sourcing, screening, interview coordination, selection, offer preparation, pre-employment activities, and onboarding handoff.
Recruit for ICE's engineering and technical disciplines, including roadway, structures, CEI and MEI, water resources, traffic, aviation, geotechnical, surveying, utility coordination, pavement, materials, architecture, planning, and environmental services.
Support senior corporate and administrative hiring in finance, accounting, human resources, information technology, legal, marketing, business development, operations, and executive support.
Lead confidential searches for management, director, executive, and other sensitive positions.
Develop targeted recruiting strategies for specialized, licensed, certified, and difficult-to-fill roles.
Build pipelines for anticipated project awards, geographic expansion, succession needs, and future growth.
Acquisition Recruiting and Integration
Serve as a recruiting partner to newly acquired companies during transition and integration.
Assess immediate and long-term staffing needs, active openings, candidate pipelines, recruiting practices, and workforce challenges.
Create recruiting plans that support each acquired company's business objectives while aligning with ICE's standards and approval processes.
Learn the acquired company's services, culture, client relationships, geographic markets, and specialized talent needs.
Help transition job descriptions, postings, candidate records, workflows, employment branding, and reporting into ICE's recruiting structure.
Support hiring associated with growth, employee retention, leadership transitions, project awards, and operational expansion.
Executive and Hiring Manager Partnership
Conduct detailed intake meetings to establish required qualifications, preferred experience, compensation considerations, priorities, and realistic timelines.
Advise leaders on candidate availability, market conditions, titles, compensation competitiveness, sourcing challenges, and search progress.
Guide managers through consistent, effective, and compliant interviewing and selection practices.
Prioritize competing needs based on project impact, operational urgency, leadership direction, and business risk.
Provide recruiting updates and market intelligence to executive management and key stakeholders.
Sourcing and Talent Intelligence
Identify passive candidates through LinkedIn Recruiter, Indeed, professional associations, referrals, industry networks, career fairs, competitor research, and direct outreach.
Create Boolean searches, market maps, sourcing plans, and targeted candidate lists for specialized positions.
Research comparable titles, agency classifications, certifications, licensure requirements, and competitor organizations.
Develop long-term relationships with prospective candidates and maintain reusable talent pipelines.
Monitor talent-market conditions and recruiting trends affecting the architecture, engineering, construction, and transportation industries.
Recruiting Operations and Team Support
Maintain accurate requisition, candidate, interview, offer, source, and disposition records in the applicant tracking system.
Follow company approval processes and applicable federal, state, and local employment requirements.
Protect confidential candidate, employee, compensation, business, and acquisition information.
Track activity, time to fill, source effectiveness, offer acceptance, and other agreed recruiting measures.
Identify opportunities to improve recruiting systems, processes, templates, reporting, and candidate experience.
Share technical recruiting knowledge and provide guidance or mentoring to other recruiting team members.
Represent ICE at career fairs, professional meetings, industry events, and other recruiting activities.
Required Qualifications
Bachelor's degree in Human Resources, Business Administration, Communications, or a related field, or an equivalent combination of education and relevant experience.
AEC, civil engineering, transportation, construction, or infrastructure consulting recruiting experience.
At least seven years of progressive full-cycle recruiting experience, including substantial responsibility for technical, engineering, construction, or other specialized professional searches.
Demonstrated success filling difficult-to-fill, senior-level, or confidential positions.
Experience partnering directly with executives and senior hiring managers.
Advanced passive-candidate sourcing skills using professional networks, recruiting platforms, databases, referrals, and direct outreach.
Ability to understand technical requirements and translate them into effective searches and candidate evaluations.
Experience managing multiple searches across disciplines, locations, and levels of seniority.
Excellent written communication, interviewing, organization, judgment, and relationship-management skills.
Proficiency with applicant tracking systems, Microsoft Office, LinkedIn Recruiter, Indeed, and similar recruiting tools.
Ability to travel periodically to ICE offices, acquired companies, career fairs, and industry events.
Preferred Qualifications
Familiarity with engineering disciplines, professional licensure, DOT certifications, CEI classifications, and technical career paths.
Experience supporting mergers, acquisitions, integrations, or newly established business units.
Experience recruiting for senior corporate, administrative, and leadership positions.
Established professional networks.
Experience improving recruiting processes, developing sourcing strategies, and using recruiting metrics.
SHRM, HRCI, AIRS, or related professional certification.
Core Competencies
Consultative recruiting and stakeholder partnership.
Executive presence, discretion, and sound judgment.
Technical curiosity and ability to learn unfamiliar disciplines.
Proactive sourcing and pipeline development.
Prioritization and independent execution.
Candidate engagement and closing ability.
Adaptability during growth and organizational change.
Attention to detail and consistent follow-through.
Success Measures
Quality, performance, and retention of hires.
Progress on critical and difficult-to-fill searches.
Strength and usability of talent pipelines.
Hiring manager and candidate experience.
Offer acceptance and recruiting-cycle effectiveness.
Accurate, timely recruiting documentation and communication.
Successful staffing support for newly acquired companies.
Contribution to recruiting process improvement and team capability.
