Director, Technical Recruiting- Experienced Hires

Director, Technical Recruiting- Experienced Hires 

The Opportunity 

We are seeking a Director of Technical Recruiting to lead and elevate our experienced-hire recruiting function across engineering and technical disciplines. 

This is a results-driven leadership role accountable for building proactive pipelines and talent market intelligence, improving hiring speed and quality, and reducing reliance on external agencies. The Director will strengthen our direct sourcing capability and ensure recruiting operates as a strategic function that understands the business, anticipates talent needs, and consistently delivers high-quality candidates. 

You will lead our experienced-hire recruiting team, evolving the team model and capabilities to build deeper discipline expertise, strengthen sourcing depth, and drive predictable hiring outcomes. You will partner closely with business leaders and deliver measurable improvements in hiring outcomes. Success in this role requires developing deep understanding of our engineering disciplines, project pipelines, and growth priorities to ensure recruiting efforts are aligned with where the business is going. 

This leader will also champion a high-quality candidate experience, ensuring every interaction reflects the firm’s culture and professionalism while strengthening our reputation in the technical talent market across North America. 

What You Will Own 

Enterprise Technical Recruiting Strategy 

• Develop and drive enterprise-wide technical recruiting strategy aligned with business growth objectives 

• Translate workforce plans into disciplined recruiting forecasts 

• Support new merger recruiting integration hiring and backfill strategy 

• Identify critical talent gaps before they become business risk 

• Coordinate with the HR Programs team to ensure early-career and experienced-hire strategies reinforce each other and support long-range growth priorities 

Recruiting Model 

• Lead and develop the experienced-hire recruiting team, strengthening discipline knowledge and sourcing experience  

• Ensure recruiters operate as talent market owners, not requisition coordinators 

• Build competitor mapping and passive candidate pipelines for priority roles 

• Increase direct sourcing capability and reduce agency dependence 

Performance and Accountability 

• Establish clear productivity and sourcing expectations 

• Implement metrics tied to outcomes, not activity 

• Improve time-to-fill in critical technical roles 

• Increase direct-source hiring percentage 

Executive Partnership 

• Serve as strategic talent advisor to senior leaders 

• Influence prioritization and hiring strategy 

• Partner with the Program team (campus recruiting/early career) to align talent pipelines, workforce planning, and messaging across career stages 

• Partner with HR leaders on workforce planning 

• Deliver simple, outcome-focused reporting on progress, trends, and priorities 

Interviewing and Selection Quality 

• Implement structured behavioral interviewing practices 

• Improve candidate evaluation consistency  

• Strengthen selection quality for senior and highly technical roles 

What Success Looks Like 

• Strong pipelines across core engineering disciplines 

• Predictable hiring speed in priority roles 

• Recruiters operating as proactive sourcing specialists who understand the business 

• Improved hiring manager confidence and feedback 

• Consistent, high-quality candidate experience 

Leadership Profile 

• 10+ years of recruiting experience, including technical recruiting leadership 

• Experience in engineering, MEP, infrastructure, or technical consulting strongly preferred 

• Demonstrated success building or transforming recruiting teams 

• Proven ability to operate effectively in decentralized organizations 

• Strong business acumen and financial literacy 

• Comfortable influencing senior leaders 

• Direct communicator who inspires a recruiting team to exceed expectations 

• Balances strategic thinking with hands-on recruiting leadership 

• Energized by building systems that produce measurable impact 

Key Competencies 

• Systems thinking 

• Market intelligence development 

• Negotiation and offer strategy 

• Executive influencing 

• Data-driven decision making 

• Change leadership 

• Performance management 

Reports to: CHRO 

Leads: 

• Discipline-Aligned Technical Recruiters 

Partners with: 

• BU Talent Relationship Leads 

• Director of Talent Programs (early career, mobility) 

• HR Business Partners 

Location: Remote - U.S. based 

Travel: Up to 25% 

Compensation & Benefits:  

The expected base salary range for this role is $160,000 - $180,000 USD per year. Actual compensation will be determined based on a number of factors including skills, experience, qualifications, and location. 

This role is also eligible for performance-based bonuses and a comprehensive U.S. based benefits package, including: 

• Medical, dental, and vision insurance
• 401(k) with company match
• Paid time off and company holidays
• Wellness programs and employee assistance resources
• Professional development support

For more information, visit our full benefits overview here.

Equal Opportunity Employment Statement 

Salas O’Brien provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, colour, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state/provincial, or local laws. Salas O’Brien will accommodate the disability-related needs of applicants as required by law.

Third-Party Agency Notice
Salas O’Brien does not accept unsolicited resumes from external recruiters or agencies. We only work with approved partners engaged directly by our Talent Acquisition team for specific searches. Unsolicited submissions will not be eligible for placement fees.