• Partner with hiring managers to understand technical requirements, team dynamics, and role expectations for mission-critical positions (e.g., data center engineers, critical facilities managers, project managers, MEP engineers).

• Develop and execute innovative sourcing strategies to build diverse pipelines of qualified candidates through networking, research, referrals, and direct outreach.

• Manage the full cycle recruiting process, including screening, interview coordination, offer negotiation, and candidate onboarding support.

• Maintain up-to-date knowledge of the mission-critical industry, including workforce trends, compensation benchmarks, and competitor landscapes.

• Deliver an exceptional candidate experience by ensuring clear communication, timely feedback, and transparency throughout the process.

• Develop and implement an internship program in partnership with local technical schools and universities, focusing on junior and senior students.

• Contribute to long-term workforce planning by converting successful interns into entry-level hires where appropriate.

• Partner with People Solutions and hiring teams to ensure compliance with company policies and employment regulations.

• Track recruiting metrics and provide reporting on pipeline health, time-to-fill, and hiring success.

• 3–5 years of experience as a recruiter, with at least 2 years focused on mission-critical, data center, or related technical industries.

• Proven ability to identify and attract top technical and operations talent in competitive markets.

• Strong knowledge of recruiting tools, ATS systems, and sourcing platforms (e.g., LinkedIn Recruiter, Lever, Indeed, etc.)

• Excellent communication, interpersonal, and negotiation skills.

• Ability to manage multiple requisitions and stakeholders in a fast-paced environment.

• Strong organizational skills with attention to detail and follow-through.

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.