Recruiting Specialist

Recruiting Specialist

Department: People Operations
Reports To: Executive Director of People Operations & Workforce Strategy / Manager of Talent & Workforce Operations
Employment Type: Full-Time
Classification: Non-Management

Position Summary

The Recruiting Specialist is responsible for supporting the company’s hiring needs by identifying, attracting, screening, and coordinating qualified candidates for corporate, construction, field, administrative, and operational positions.

This position serves as one of the company’s primary points of contact for job applicants and is responsible for keeping the recruiting process moving quickly and professionally.

The Recruiting Specialist must maintain an active candidate pipeline so the company can quickly staff new construction projects, replace vacant positions, and support expansion into additional markets.

Key ResponsibilitiesRecruiting & Candidate Sourcing

• Recruit candidates for corporate, administrative, construction, field, skilled-trade, and operational positions.
• Post and maintain job openings across approved recruiting platforms.
• Search resume databases and other candidate sources for qualified applicants.
• Conduct direct outreach to prospective candidates.
• Develop candidate pipelines for frequently hired positions.
• Recruit for positions including laborers, helpers, carpenters, framers, foremen, superintendents, project staff, administrative personnel, accounting personnel, and other company positions.
• Maintain a database of qualified candidates who may be available for future projects.
• Assist with recruiting in new markets as the company expands.

Applicant Screening

• Review resumes and employment applications.
• Conduct initial telephone or virtual screening interviews.
• Evaluate candidates based on experience, qualifications, availability, compensation expectations, and position requirements.
• Identify strong candidates and present them to the appropriate hiring manager.
• Verify that candidates meet minimum requirements before advancing them through the hiring process.
• Document candidate screening results in the company's recruiting system.

Interview Coordination

• Schedule interviews between candidates and hiring managers.
• Confirm interview dates, times, locations, and instructions with applicants.
• Follow up with hiring managers regarding interview decisions.
• Maintain communication with candidates throughout the hiring process.
• Reschedule interviews when necessary.
• Reduce candidate drop-off by maintaining consistent communication.

Job Posting Management

• Draft and publish job advertisements based on approved job descriptions.
• Maintain accurate information regarding compensation, schedules, locations, qualifications, and job responsibilities.
• Monitor job-posting performance.
• Refresh or revise underperforming job postings when appropriate.
• Remove filled or canceled positions promptly.
• Track which recruiting sources generate the strongest candidates.

Construction & Field Recruiting

A major responsibility of this position is maintaining a reliable pipeline of construction and field workers.

The Recruiting Specialist will:

• Recruit skilled and general construction workers.
• Develop candidate pools for upcoming projects before construction begins.
• Maintain contact with qualified workers who may become available for future assignments.
• Coordinate anticipated hiring needs with People Operations and construction leadership.
• Help ensure projects have sufficient workers available before mobilization.
• Recruit additional workers quickly when project staffing levels fall below requirements.
• Assist with high-volume hiring when multiple projects are starting simultaneously.

Candidate Pipeline Management

• Maintain organized candidate pipelines by position, location, skill level, and availability.
• Track candidates throughout each stage of the recruiting process.
• Maintain lists of previously interviewed candidates who may qualify for future positions.
• Follow up with promising candidates when appropriate opportunities become available.
• Maintain accurate candidate contact information.
• Identify positions where the company does not have sufficient recruiting depth and immediately begin sourcing additional candidates.

Hiring & Pre-Employment Coordination

• Prepare and distribute approved employment offers.
• Collect required pre-employment documentation.
• Coordinate background checks, employment verification, drug screening, driving-record checks, or other approved pre-employment requirements when applicable.
• Communicate hiring information to People Operations and Payroll.
• Ensure new-hire documentation is completed before the employee's scheduled start date.
• Coordinate new-hire start dates with hiring managers.
• Assist with orientation and onboarding when required.

Recruiting Partnerships

• Build relationships with trade schools, technical colleges, workforce development programs, community organizations, staffing agencies, and other recruiting sources.
• Identify new sources for skilled construction labor.
• Attend hiring events and career fairs when appropriate.
• Develop recruiting relationships in markets where the company anticipates future projects.

Recruiting Administration

• Maintain accurate recruiting records.
• Track open positions and hiring progress.
• Prepare recruiting reports for People Operations leadership.
• Maintain confidentiality of applicant and employee information.
• Ensure candidate information is handled according to company procedures.
• Assist with maintaining job descriptions and organizational staffing records.

Performance Expectations & KPIs

Performance will be measured using metrics including:

• Number of qualified candidates sourced
• Time-to-fill open positions
• Interview-to-hire ratio
• Offer acceptance rate
• Candidate response rate
• New-hire retention
• Number of active candidates in the recruiting pipeline
• Percentage of positions filled by required start date
• Construction workforce readiness
• Accuracy of recruiting records
• Hiring manager satisfaction
• Candidate communication and follow-up
• Recruiting cost per hire

Qualifications

Education:

High school diploma or equivalent required.

Associate or bachelor's degree in Human Resources, Business Administration, Management, Communications, or a related field preferred but not required.

Relevant recruiting experience may substitute for formal education.

Experience:

• 1–3 years of recruiting, staffing, Human Resources, or talent acquisition experience preferred.
• Experience recruiting construction, skilled-trade, logistics, warehouse, manufacturing, or other hourly workers strongly preferred.
• High-volume recruiting experience is a plus.
• Experience with online recruiting platforms and applicant tracking systems preferred.

Required Skills

The successful candidate should possess:

• Strong communication skills
• Candidate sourcing abilities
• Resume screening experience
• Interviewing skills
• Strong organizational skills
• Professional telephone communication
• Ability to manage multiple open positions simultaneously
• Strong follow-up habits
• Attention to detail
• Ability to work under hiring deadlines
• Basic knowledge of employment and recruiting practices
• Ability to maintain confidential information
• Basic Microsoft Office or Google Workspace skills
• Ability to learn applicant tracking and HR systems

Daily Expectations

The Recruiting Specialist is expected to actively recruit every working day.

A typical day may include reviewing new applications, contacting candidates, conducting screening interviews, scheduling interviews, following up with hiring managers, updating recruiting records, posting positions, and sourcing candidates for upcoming projects.

This is not simply an administrative HR position. The primary responsibility is producing a consistent pipeline of qualified candidates and helping the company fill positions quickly.

Overall Mission

Keep the company's talent pipeline full so that a lack of qualified workers never becomes the reason a project, department, or expansion falls behind schedule.

Pay: From $12.50 per hour

Expected hours: 40.0 per week

Benefits:

• 401(k)
• Dental insurance
• Health insurance
• Life insurance
• Parental leave
• Vision insurance

Education:

• High school or equivalent (Preferred)

Language:

• English (Required)

Ability to Commute:

• Birmingham, AL 35203 (Required)

Work Location: In person