Integrated Delivery Recruiter

Build the qualified talent pipeline that keeps Integrated Delivery staffed ahead of credible client demand. Company and Integrated Delivery Context Integrated Delivery requires forward-looking hiring forecasts, talent-market intelligence, proactive pipelines, realistic start dates, and candidates who match defined role requirements. EAD's internal materials describe Recruiting's role as feeding the bench with right-fit talent ahead of demand and supporting the organization through consistent scorecards and an A-Method approach. Role Summary The Integrated Delivery Recruiter owns candidate sourcing and recruiting execution for Integrated Delivery roles. The role converts the approved workforce plan into qualified candidate pipelines by role, capability, geography, client need, and required start date. This is not a requisition-only role. The Recruiter is expected to maintain an active market presence, engage passive candidates, provide realistic market feedback, and calibrate quickly when candidates do not meet the approved scorecard. Success is measured by building the talent capacity needed for Integrated Delivery to reach 75 team members and 2,700 weekly revenue-generating hours by December 31, 2027 while supporting greater than 90% DLU and protecting an NPS greater than 70 through strong role and client fit. What Success Looks Like Integrated Delivery reaches 75 team members by December 31, 2027. Hiring plans are tied to qualified demand, projected revenue hours, assignment start dates, and skill requirements. Priority roles have viable candidate pipelines before vacancies or client awards create service risk. Candidates presented to hiring managers meet the approved role scorecard and client-site requirements. Recruiting status, constraints, market feedback, and forecasted start dates are current and visible. Hiring speed does not come at the expense of core-value, capability, travel, schedule, or client-environment fit. Hiring and onboarding handoffs support rapid placement into revenue-generating assignments. Key Responsibilities Workforce Plan Execution Translate the approved Integrated Delivery workforce plan into recruiting priorities and sourcing plans. Maintain recruiting forecasts by role, capability, geography, client, start date, and demand confidence. Align recruiting activity with the goal of 75 team members and 2,700 weekly revenue-generating hours by December 31, 2027. Identify which roles require continuous pipelines, surge coverage, or specialized client-site capability. Candidate Sourcing and Pipeline Development Proactively identify and engage qualified passive and active candidates. Develop talent pipelines for Project Managers, Field Engineers, project-support resources, quality roles, and other approved Integrated Delivery positions. Use referrals, professional networks, schools, associations, campaigns, and other approved sourcing channels. Maintain accurate candidate status, contact history, next steps, availability, and compensation or location constraints. Build backup options for critical roles and difficult-to-fill client locations. Candidate Assessment and Selection Support Recruit against approved Job Descriptions and A-Method Scorecards. Screen candidates for relevant experience, core-value alignment, communication, client-site readiness, travel requirements, schedule expectations, and role-specific capability. Present hiring managers with clear evidence against the scorecard rather than general impressions. Coordinate interviews, feedback, references, and candidate communication. Raise calibration issues quickly when market response or candidate quality differs from the approved requirement. Hiring Forecast and Reporting Provide current recruiting progress, realistic start dates, pipeline risks, and market feedback. Track leading indicators such as qualified prospects, candidate engagement, interview conversion, offer readiness, and start-date confidence. Track lagging indicators such as hires, time to fill, acceptance, retention, onboarding completion, and time to revenue-generating assignment. Identify roles or locations that threaten headcount, DLU, revenue-hour, or client-continuity targets. Candidate and Hiring-Manager Experience Maintain timely, respectful, and transparent communication. Set clear expectations about client-site work, travel, schedules, reporting relationships, and working conditions. Prepare candidates for a realistic view of EAD and the assignment. Hold hiring managers to defined feedback and decision expectations. Provide a complete onboarding handoff to the Admin & Financial Resource, Human Resources, Operations Manager, and assigned manager. Required Qualifications Recruiting or talent-acquisition experience involving professional, technical, field-service, industrial, engineering, or similarly specialized roles. Demonstrated success proactively sourcing passive candidates. Experience managing multiple searches, locations, and hiring priorities. Ability to evaluate candidates consistently against defined outcomes and competencies. Strong interviewing, relationship-building, written communication, and follow-through. Ability to use an applicant-tracking system or similar recruiting platform accurately. Ability to communicate recruiting data, constraints, risks, and recommendations clearly. Preferred Qualifications Experience recruiting client-site, traveling, field, project-management, or engineering professionals. Familiarity with the A-Method or another structured scorecard-based selection process. Experience building pipelines before requisitions formally open. Experience supporting a rapid-growth workforce plan. Knowledge of industrial manufacturing or professional-services talent markets. Behavioral Expectations High Character: Represents opportunities honestly and treats candidates' information respectfully. Own the Outcome: Drives searches forward, closes communication loops, and raises obstacles early. Positive Mindset: Remains persistent and creative in difficult talent markets. Empower Successful Teams: Helps managers select people who strengthen the whole team. Demonstrates urgency without sacrificing standards. Uses evidence rather than intuition alone. Seeks calibration instead of repeatedly presenting poor-fit candidates. Communicates transparently with candidates and hiring leaders. Accepts and acts on feedback quickly. Working Conditions Primarily office or remote work with frequent phone, video, and written candidate communication. Periodic travel to client sites, recruiting events, schools, professional events, and EAD offices. Occasional communication outside normal business hours may be required to reach candidates or support time-sensitive hiring. Ability to manage confidential candidate and employment information.