About GMC Cx

GMC Commissioning, Inc. (GMC Cx) is a San Diego-based firm providing third-party commissioning, monitoring-based commissioning and building analytics, and commissioning, qualification and validation (CQV) services. We work with owners, developers and facility managers on higher education, public agency, life sciences and mission-critical data center projects to improve building performance, reduce energy use and verify quality through the life of their assets. Our approach pairs technical depth with data so that clients can make better decisions and realize long-term value.

Learn more at www.GMCCx.com.

The Role

GMC Cx is entering an important phase of growth and is hiring its first in-house HR Recruiter to own recruiting and people operations for our three business units: Commissioning (Cx); Commissioning, Qualification and Validation (CQV); and Analytics. The position runs every search from approved position through accepted offer, keeps our hiring process consistent and repeatable, and owns onboarding, HR processes and the employee experience. The goal is a structured, scalable function that supports our growth without adding unnecessary bureaucracy and keeps the culture that makes GMC Cx attractive to engineers and technical professionals. The right candidate is a hands-on recruiter who is just as comfortable sourcing a passive commissioning engineer as writing the onboarding checklist for the next hire.

Work Location and Travel

Candidates residing in the San Diego area are preferred.
Limited travel for interviews, career fairs, university recruiting and industry events, typically day trips.

Key Responsibilities

Talent Acquisition and Recruiting

Run full-cycle recruiting for the Cx, CQV and Analytics business units, from approved position through accepted offer.
Hold intake meetings with hiring managers to define each role, the candidate profile and the hiring criteria before a search opens.
Write and maintain job descriptions that clearly communicate responsibilities, qualifications, expectations and opportunity.
Develop sourcing strategies for active and passive candidates through LinkedIn, job boards, referrals, universities and industry associations.
Source, screen and assess candidates against the established criteria, and present qualified candidates to hiring managers.
Manage candidate pipelines, coordinate and participate in interviews, and keep candidates and hiring managers informed at every stage.
Guide hiring managers on structured interviewing, candidate evaluation and selection.
Prepare and extend offers in coordination with the Principal, and manage the candidate through acceptance.
Provide market insight on talent availability, compensation and sourcing for commissioning, engineering, CQV and analytics roles.

Hiring Process and Recruiting Tools

Own a consistent, repeatable hiring process covering position approval, intake, job description approval, sourcing, screening, interviews, selection, offer and onboarding handoff.
Build and maintain recruiting templates and tools, including intake forms, interview guides, candidate scorecards and offer letters.
Clarify the roles of the recruiter, hiring managers and interviewers throughout the hiring process.
Track and report recruiting metrics such as open positions, pipeline status, time to fill, source of hire and offer acceptance.
Improve the overall candidate experience so that every applicant has a professional, timely interaction with GMC Cx.

Onboarding and HR Operations

Own the pre-employment and onboarding process so that each new hire is set up, equipped and productive from the first day.
Maintain employee records and people-related documentation in line with California and federal requirements.
Review, document and improve existing HR processes, identify gaps and areas of risk, and organize existing documentation and resources.
Create and maintain HR standard operating procedures, templates and process guides with clear ownership of each recurring process.
Serve as the first point of contact for employee questions on HR policies and processes, and coordinate with payroll, benefits and other outside providers as needed.

Retention, Engagement and Culture

Assess current retention practices, identify retention risks as the organization grows and recommend practical improvements.
Support managers with feedback, recognition and career development practices that strengthen engagement.
Help preserve and strengthen the GMC Cx culture as the company grows, including connecting hiring practices to the culture we want.
Support employee engagement, recognition and internal communication initiatives.

Workforce Planning

Work with the Principal and business unit leads to forecast hiring needs against backlog and growth plans.
Advise leadership on role scope, position levels and organizational structure as the company scales.

Qualifications

Required

5+ years of full-cycle recruiting experience, in-house or agency, preferably for engineering, construction, building technology or other technical services firms.
Demonstrated success sourcing and closing passive candidates for technical positions.
Working knowledge of California and federal employment requirements related to hiring, onboarding, pay transparency and employee recordkeeping.
Experience building or improving hiring processes, onboarding programs and HR documentation, ideally at a small or growing company.
Strong communication, interviewing and relationship-building skills, with sound judgment and the ability to handle confidential information.
Working proficiency with LinkedIn Recruiter, an applicant tracking system or comparable tools, Microsoft Office (including Excel), and AI tools including Claude.
Highly organized and self-directed, comfortable working independently and as part of a team, and able to manage several searches at once.

Preferred

Experience recruiting commissioning agents, MEP engineers, controls specialists, CQV or validation professionals, or data center technical staff.
HR generalist experience at a firm with fewer than 100 employees.
Experience developing retention, engagement or culture programs.
PHR, SHRM-CP or comparable HR certification.
Bachelor's degree in human resources, business, psychology or a related field, or equivalent experience.

What We Offer

Salary range of $90,000 – $135,000 per year, based on experience
Discretionary annual bonus program
Medical, dental and vision benefits, with an employer contribution of up to $600 per month
Hybrid schedule with a $100 monthly home office stipend
$60 monthly cellphone reimbursement
Flexible working hours and flexible personal time off
Professional development and support for career growth
A supportive work environment and a direct role in building how GMC Cx attracts, hires and develops its people

Equal Employment Opportunity

GMC Cx is an equal opportunity employer. We provide equal employment opportunities to all employees and applicants without regard to race, color, religion, creed, sex, gender, gender identity, gender expression, sexual orientation, national origin, ancestry, age, physical or mental disability, medical condition, genetic information, marital status, military or veteran status, or any other characteristic protected by federal, state or local law. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training. GMC Cx will consider qualified applicants with arrest and conviction records in accordance with the California Fair Chance Act. Applicants who need a reasonable accommodation during the application or interview process may request one when applying.

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