Senior Recruiter

Overview:   UES is a privately held, rapidly growing engineering and consulting firm with nearly six decades of experience in geotechnical engineering, construction materials testing, building code compliance, threshold inspections and environmental consulting. With more than 3,800 professionals across 80+ branches in high growth markets in the U.S., UES consults on projects of all sizes for public and private clients in industries ranging from transportation and healthcare to commercial, residential, and education.
Experienced and proven, UES is considered a pioneer of the industry and stands at the forefront of emerging technology and best practices. Our work includes public and private clients, as well as public-private partnerships, and consists of projects ranging from transportation and infrastructure to aviation and aerospace. Our engineers, geologists, certified inspectors, scientists, and drillers offer an unwavering commitment to excellence, approaching each project with the knowledge that precision, professionalism, and creative solutions are what drive success and cultivate enduring client relationships. As UES continues to grow, it’s critical that we have a defined set of values that guide us like a north star. These values need to demonstrate who we are as a company and what we believe. STRIVE stands for Safety, Teamwork, Responsiveness, Integrity, Value, and Excellence. 
We are seeking a dynamic and results-driven Strategic Recruiter who thrives in proactive talent sourcing and market development. This role will focus on building and maintaining robust pipelines for specialized, hard-to-fill positions by aligning talent with the company’s evolving needs, regardless of location. As a key contributor to talent acquisition, you will focus on skill set alignment over geographical boundaries, helping us attract top-tier talent and ensuring our recruitment efforts align with both short-term and long-term organizational goals.

Essential Duties and Responsibilities:

• Focus on identifying and engaging niche talent with specialized skill sets to build long-term candidate pipelines. Take a strategic approach to target both current and future skill needs across the organization.
• Manage confidential replacements and leadership succession planning. Identify external profiles that could support the internal growth of leadership roles, ensuring we have a strong leadership pipeline.
• Leverage insights into candidates’ interests and aspirations to effectively match them with company needs. Focus on both industry-specific talent and broader skill sets for optimal organizational fit.
• Share sourcing best practices, candidate engagement strategies, and insights across the team. Provide guidance on sourcing and recruiting approaches to continuously improve team success.
• Utilize your expertise in recruitment marketing to engage passive candidates and raise the company’s profile in target talent pools.
• Be a voice of reason to challenge the status quo. Suggest innovative strategies to improve our recruiting processes, focusing on better candidate outcomes, efficiency, and overall team success.
• Use data and analytics to measure recruitment effectiveness, highlight successes, and identify challenges. Utilize these insights to make informed, data-driven decisions that improve performance.
• Proactively seek out industry events, conferences, and networking opportunities to build relationships with subject matter experts (SMEs) and strengthen the talent pool.

Performance Expectations:

• Achieve a baseline target of 4 hires per month, accounting for time away from work.
• Be available to support recruitment needs for challenging, hard-to-fill roles across regions when necessary, leveraging your specialized pipelines.
• Be a super user of the iCIMS CRM, leading efforts in pipeline management, tagging, and ensuring that systems are leveraged to their fullest potential.

Qualifications:

• Extensive experience building and managing talent pipelines, with a focus on specialized skill sets.
• Experience in recruitment marketing strategies to attract passive talent and promote employer branding.
• Comfortable using data to drive decision-making and improve recruitment strategies.
• Highly motivated to meet and exceed hiring goals. Competitive spirit and personal drive to own and influence outcomes.
• Previous experience in an executive search environment (either in-house or agency) is highly preferred.
• Confidence to push back against conventional processes and collaborate on creating innovative, effective solutions for talent acquisition.
• Comfortable with modern recruiting tools and CRM platforms, especially iCIMS, to manage and nurture talent pipelines.
• Able to work autonomously and take full owners