Senior Technical Recruiter, Building Controls

SUMMARY

The Senior Technical Recruiter’s mission is to fill hard-to-hire roles across BMS/BAS/EPMS, controls, HVAC, electrical, and related technical fields. This person will actively source candidates, partner closely with hiring managers, and keep pipelines moving with clear next steps. The Senior Recruiter will help the team reduce cost per hire, increase team hiring speed, and maintain consistent talent quality.

OUTCOMES (SCORECARD FOR SUCCESS)

• Generate consistent qualified candidate flow for assigned Building Controls roles, with a minimum of 3-5 qualified candidates submitted per open role within the first 10 business days of Intake, sustained through proactive sourcing, referrals, and targeted outreach.
• Maintain recruiting velocity by ensuring 95%+ of active candidates have a documented next step, decision, or blocker in Lever within 48-72 hours of meaningful activity, and by driving interview scheduling and feedback turnaround within 48 hours.
• Maintain high-quality recruiting data and pipeline visibility by ensuring 100% of candidates have accurate source, ownership, status, disposition, and next steps always documented in Lever.
• Achieve time-to-fill average rate of 42 calendar days or less.
• Maintain Hiring Success Rate of 90%+ for candidates 12-months post hire.

RESPONSIBILITIES

• Lead full-cycle recruiting for assigned Building Controls roles from intake through offer, including sourcing, screening, candidate management, hiring-manager coordination, interview execution, and offer-stage handoff.
• Conduct structured meetings with hiring managers to define role requirements, must-have technical skills, target companies, compensation expectations, location and travel needs, interview process, and urgency.
• Build and maintain talent maps for Building Controls roles, including target companies, comparable titles, priority geographies, candidate pools, sourcing channels, and recurring skill sets.
• Execute advanced sourcing strategies using LinkedIn Recruiter, ZoomInfo, referrals, competitor mapping, outreach campaigns, resume databases, and professional networks to generate consistent qualified candidate flow.
• Screen candidates for technical alignment, role fit, compensation expectations, location and travel readiness, availability, communication style, and interest in Mantis.
• Present qualified candidates to hiring managers with clear, structured notes on fit, any risks, compensation expectations, location/travel considerations, and recommended next steps.
• Maintain recruiting velocity by driving timely interview scheduling, feedback collection, and decision-making; escalate delays and remove process blockers to keep candidates moving.
• Deliver a high-touch candidate experience by maintaining consistent communication, setting clear expectations, providing timely updates, and guiding candidates through each stage of the process while maintaining accurate data and next steps in Lever.

MINIMUM QUALIFICATIONS

• Experience recruiting for technical, skilled-trade, field, engineering, construction, operations, or other hard-to-fill roles.
• Demonstrated ability to proactively source and engage candidates.
• Ability to partner with hiring managers to define role requirements and drive candidates through a structured hiring process.
• Experience using an applicant tracking system to manage pipelines, track activity, and maintain accurate recruiting data.
• Strong follow-up discipline with the ability to manage multiple roles and priorities while maintaining urgency, candidate experience, and process consistency.

PREFERRED QUALIFICATIONS

• Experience recruiting for Building Management Systems (BMS), Building Automation Systems (BAS), building or industrial controls, Electrical Power Monitoring Systems (EPMS), controls engineering and installation, or mission-critical/data center environments.
• Demonstrated success sourcing and closing candidates for BAS/BMS technicians, controls engineers, application engineers, project managers, service technicians, construction managers, field service specialists, or similar technical roles.
• Strong proficiency using modern ATS tools (we use Lever) as well as sourcing tools (LinkedIn Recruiter and ZoomInfo).