Recruiter

Job Description

Position Summary

The Recruiter manages full-cycle recruitment for field, skilled trades, technical, professional, and corporate positions across Ironsmith Fire's locations. This role is responsible for high-volume recruiting, proactive sourcing, and developing sustainable talent pipelines to support current workforce needs and organizational growth. The Recruiter partners with hiring managers, HR Business Partners, and leadership to attract qualified candidates, execute effective recruiting strategies, and ensure a consistent, efficient hiring process.

Key Responsibilities

Full-Cycle Recruiting

• Manage the full recruitment lifecycle for hourly field, skilled trades, technical, professional, management, and corporate positions across multiple locations.
• Partner with hiring managers to understand position requirements, candidate qualifications, hiring priorities, and timelines.
• Source, screen, interview, evaluate, and present qualified candidates to hiring managers.
• Coordinate interviews, obtain hiring manager feedback, and facilitate timely selection decisions.
• Prepare, present, and negotiate employment offers directly with candidates within approved compensation ranges and hiring parameters, escalating exceptions as necessary.
• Coordinate pre-employment requirements and ensure an accurate transition to HR for onboarding.

Talent Sourcing and Pipeline Development

• Develop and maintain proactive candidate pipelines for high-volume, specialized, and difficult-to-fill positions to support current and future workforce needs.
• Build relationships with trade schools, apprenticeship programs, technical colleges, workforce development organizations, and veteran employment programs.
• Represent the company at career fairs, military transition events, trade school events, and industry networking opportunities.
• Identify and engage passive candidates through direct sourcing, employee referrals, professional networks, and recruiting platforms.
• Develop sourcing strategies for anticipated projects, branch expansion, and recurring skilled trades staffing needs.
• Evaluate sourcing effectiveness and strengthen direct recruiting capabilities to reduce reliance on external staffing agencies.

Hiring Manager and Workforce Partnership

• Collaborate with hiring managers, HR Business Partners, and HR leadership to understand approved workforce requirements and anticipated staffing needs.
• Provide guidance on labor market conditions, candidate availability, compensation expectations, and recruiting timelines.
• Communicate recruiting progress, candidate pipeline status, and potential hiring challenges to key stakeholders.
• Manage competing requisitions and recruiting priorities across multiple departments, branches, and geographic markets.

Recruiting Operations and Performance

• Maintain accurate requisition, candidate, interview, and applicant disposition records within the applicant tracking system.
• Ensure recruiting activities follow company procedures, approval requirements, and applicable employment laws.
• Maintain professional candidate communication and a consistent, positive candidate experience.
• Coordinate with approved staffing agencies and support employee referral initiatives as needed.
• Track recruiting metrics, including time-to-fill, qualified candidate submissions, pipeline activity, and sourcing effectiveness.
• Identify opportunities to improve recruiting efficiency, processes, technology utilization, and hiring outcomes.

Job Requirements

Core Competencies

• Recruiting Expertise: Strong knowledge of full-cycle recruiting, candidate assessment, high-volume sourcing, and offer negotiations.
• Relationship Building: Establishes effective partnerships with candidates, hiring managers, leadership, and external recruiting sources.
• Communication and Influence: Communicates professionally, manages expectations, and provides effective recruiting guidance.
• Organization and Prioritization: Independently manages competing requisitions, deadlines, and business priorities.
• Results Orientation: Takes ownership, follows through on commitments, and proactively addresses recruiting challenges.
• Business Acumen: Understands how recruiting and workforce availability affect operational performance and organizational growth.
• Professional Judgment: Maintains confidentiality, exercises sound judgment, and adapts to changing business needs.

Qualifications

• Minimum of three (3) years of full-cycle recruiting experience in a high-volume environment; construction, skilled trades, or related industry experience preferred.
• Demonstrated experience managing multiple requisitions, sourcing and screening candidates, coordinating interviews, and negotiating employment offers.
• Experience developing talent pipelines through proactive sourcing, professional networking, employee referrals, and recruiting platforms.
• Experience partnering with hiring managers and key stakeholders to support recruiting priorities and workforce needs.
• Proficiency with applicant tracking systems, recruiting platforms, and Microsoft Office applications; experience with UKG Ready, LinkedIn Recruiter, or Indeed preferred.
• Strong communication, organizational, relationship-building, negotiation, and problem-solving skills.
• Experience recruiting across multiple locations, supporting project-based staffing, or recruiting both hourly and salaried positions preferred.
• Experience developing trade school, apprenticeship, workforce development, or veteran recruiting partnerships preferred.
• Ability and willingness to travel as required.

Work Environment and Travel

• Work is primarily performed in an office environment with frequent computer use and interaction with candidates, hiring managers, and external partners.
• Regular travel to recruiting events, trade schools, career fairs, and company locations is required; occasional overnight travel may be necessary.
• May occasionally visit construction jobsites or operational facilities and must follow applicable safety requirements.
• Occasional work outside normal business hours may be necessary to accommodate recruiting activities.

Physical Requirements

• Ability to sit, stand, and use a computer for extended periods.
• Ability to communicate effectively in person, by telephone, and electronically.
• Ability to travel and navigate office, event, and operational environments.
• Ability to occasionally lift and carry recruiting materials weighing up to 25 pounds.
• Ability to perform essential job functions with or without reasonable accommodation.

General Statement

This job description is intended to describe the general nature and level of work performed by individuals assigned to this position. It is not intended to be an exhaustive list of all duties, responsibilities, or qualifications. Job responsibilities may be modified based on business needs.