Job Overview
Position Overview
The Recruiting Manager leads the recruiting and onboarding team supporting assigned projects. This position is accountable for team performance, workload planning, consistent execution of approved processes, and timely resolution of recruiting and onboarding compliance issues. The manager maintains oversight from approved staffing requests through recruiter handoff and onboarding readiness, working with project leadership, Human Resources, and HRIS to resolve barriers.
People management and operational oversight are the primary responsibilities. Direct recruiting is limited to occasional support for critical or escalated hiring needs.
Key Responsibilities
Team Leadership and Accountability
- Supervise recruiters, the Craft Recruiting Lead, and onboarding coordinators. Define responsibilities, performance expectations, and required completion standards for each role.
- Conduct regular team and individual reviews of workload, results, deadlines, and process adherence. Address missed expectations promptly and verify that corrective actions are completed.
- Provide coaching, training, and performance evaluations. Address recurring performance concerns and administer corrective action in coordination with Human Resources and company procedures.
- Delegate daily work coordination to the lead while retaining accountability for team results, staffing decisions, and process compliance.
Workload Planning and Recruiting Priorities
- Translate approved project staffing needs and target hire dates into recruiting and onboarding priorities. Establish recruiter project assignments and assignment guidelines for the lead.
- Review capacity across recruiters and coordinators, considering active requisitions, named hires, candidate volume, case complexity, and upcoming starts. Resolve imbalances and arrange coverage for absences or hiring surges.
- Identify staffing risks early, determine recovery actions, and escalate resource or priority decisions that require senior leadership support. Communicate the impact and recommended resolution.
Recruiting Process and Onboarding Handoffs
- Maintain a working knowledge of recruiting, offer approval, handoff, and onboarding workflows. Keep procedures current and ensure the team follows required steps in Workday and approved tracking tools.
- Oversee candidate screening, selection, and offer practices. Verify that required requisition and compensation approvals, qualifications, and supporting records are in place.
- Ensure accepted candidates are handed off with complete information, accurate start dates, and a clearly assigned coordinator. Verify that receiving coordinators acknowledge assignments and begin required onboarding actions.
- Monitor onboarding progress, orientation coordination, and readiness for work. Resolve gaps between recruiting, coordinators, project teams, and HR partners before they delay planned starts.
Compliance Oversight and Issue Resolution
- Review outstanding I-9 and onboarding tasks daily. Ensure each unresolved item has a documented status, responsible party, and next action, with completion tracked against applicable requirements and company deadlines.
- Perform early spot-checks and periodic reviews of active hires, handoffs, and completed records to identify missing documentation, inaccurate dates, and incomplete tasks before they become recurring backlogs.
- Direct the team to resolve items within its authority. Route issues requiring HR, HRIS, or project action to the appropriate partner and continue follow-up through verified closure.
- Investigate recurring process failures, implement preventive controls, and confirm that corrections remain effective. Escalate unresolved compliance risks promptly and protect confidential candidate and employee information.
Reporting and Stakeholder Support
- Validate recruiting and onboarding data before reporting results. Use requisition aging, candidate progress, handoff completion, upcoming starts, and outstanding tasks to guide management decisions.
- Lead recruiting reviews with project and functional leaders. Confirm priorities, decisions, and required follow-up, and communicate progress and staffing risks to the Senior Talent Acquisition Manager.
- Guide hiring managers on consistent selection and interview practices. Coordinate project staffing communication, hiring events, and candidate experience improvements.
Process Improvement and Sourcing Support
- Evaluate sourcing channels, job advertising, labor market conditions, and hiring event results. Establish sourcing direction and adjust approaches to meet project needs.
- Recommend improvements to recruiting tools, reporting, and automation through established approval channels. Train the team on approved changes and verify consistent use.
- Support employer branding and represent the company at career events as needed. Perform other related duties as assigned.
Qualifications and Skills
- Five to seven years of recruiting experience, including at least two years of people management or supervisory responsibility.
- Experience recruiting craft and staff positions, preferably in industrial construction, energy, or a related project environment.
- Demonstrated ability to manage recruiters and onboarding coordinators, hold employees accountable, balance workloads, and resolve recurring process problems.
- Working knowledge of applicable recruiting and employment requirements, I-9 and onboarding processes, confidentiality, and company approval controls.
- Experience using applicant tracking systems and HR databases; ability to review Workday records, use Microsoft Office and SharePoint, and interpret recruiting and onboarding reports.
- Strong communication, organization, judgment, and relationship-building skills; ability to manage competing project demands and make timely decisions.
- A relevant university degree or equivalent combination of education and experience is preferred.
Company Overview
Primoris Energy Services is a major direct-hire contractor in the U.S. delivering self-performed turnkey industrial construction and EPC services. We offer these services to our clients within the refining, gas processing, chemical/petrochemical, hydrogen, power generation, mining, pulp and paper industries from the first groundbreaking activity all the way through commissioning and start-up of the project. Primoris forms a partnership with our customers and major stakeholders from early-stage engineering through construction completion and commercial operation, safely, on-time, and within budget.
Benefits
- Competitive compensation, paid weekly.
- Best-in-class medical, dental, vision, and LTD/STD coverage.
- 401(k) with company match, vested on day one.
- Employee Stock Purchase Plan [ESPP].
- Pet coverage for your furry friends.
- Legal assistance coverage.
- Award-winning safety programs.
EEO Statement
We are an equal opportunity employer, and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability status, protected veteran status, or any other characteristic protected by law.
Agency Statement
We are not accepting resumes from Third Party Recruiting Firms for this position. If you are an Agency or Search firm representative, contact the Primoris Talent Acquisition Manager directly for consideration. Primoris or its subsidiaries will not be responsible for any fees arising from the use of resumes and online response forms through this source. In addition, Primoris or its subsidiaries will not be responsible for any fees on unsolicited resumes that are submitted to any member of the Staffing or Operations team. Primoris has established an approved vendor program for this service and will only consider accepting submissions from those approved firms. For consideration in becoming an approved vendor, contact HR.
Equal Opportunity Employer
This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor.