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Overview

Additionally, this individual will lead full-cycle recruitment, manage a team of recruiters, and partner directly with operational leaders to meet aggressive project staffing demands—especially for engineering, project management, and physical design professionals.

This role is ideal for a proactive leader who thrives in fast-paced, high-stakes environments and understands the complexities of electrical construction, systems integration, in the critical infrastructure commercial sector, and government contracting.

Background of the Individual:

The Recruiting Manager’s role is not just to fill positions—but to build high-performing project teams capable of executing complex, schedule-driven, and security-sensitive electrical infrastructure. A deep understanding of the roles of engineers and physical designers, their required technical proficiencies, and the dynamic project environment is essential for **successful recruitment and workforce planning** .

To succeed in this role, the Recruiting Manager must **go beyond generic recruitment** and become a **strategic partner** to project delivery teams. They need to understand the demands of **field operations, design standards, client expectations, and workforce logistics** —and adapt recruitment approaches to attract and retain top-tier talent who thrive in the **fast-paced, technically complex world of engineering & electrical construction** .

1. Nature of Electrical Construction Projects

Electrical construction at M.C. Dean typically involves:

+ **Large-scale infrastructure development** , such as data centers, military bases, and utility-scale facilities.

+ **High-voltage systems** , power distribution, grounding, lighting, and building automation.

+ Deployment of **design-build and design-assist** services that include prefabrication and modular construction from off-site manufacturing facilities.

+ Coordination with **Building Information Modeling (BIM)** , CAD, and digital twins for precise execution.

2. Key Roles the Recruiting Manager Needs to Staff

A. Project Leaders

These individuals manage field execution, budget, scope, and customer interfacing:

+ **Project Managers** (PMs): Oversee the end-to-end delivery of electrical scopes.

+ **Superintendents** : Lead day-to-day site operations, enforce safety and quality control.

+ **Assistant PMs and Field Engineers** : Support project execution, submittals, change orders, and coordination.

B. Electrical Engineers

Technical experts responsible for system design, commissioning, and compliance:

+ **Power Systems Engineers** : Design and analyze electrical power systems for reliability and efficiency.

+ **Controls Engineers** : Focus on automation, PLCs, SCADA, and integration of building systems.

+ **Design Engineers** : Use software like AutoCAD, Revit, and ETAP to produce construction documents.

+ **Commissioning Engineers** : Validate and test electrical systems for operational readiness.

Responsibilities

+ **Strategic Talent Acquisition**

+ Understanding Office Positions: Develop and execute targeted recruiting strategies for engineering leaders, project leaders, and also electrical engineers, power systems specialists, commissioning engineers, BIM modelers, and superintendents.

+ Direct Recruiting Experience: Has direct self-recruited experience for engineering leaders, project leaders, and also electrical engineers, power systems specialists, commissioning engineers, BIM modelers, and superintendents.

+ Partner with Engineering, Construction, and Project Delivery leaders to understand staffing needs across ongoing and upcoming projects.

+ Anticipate hiring surges tied to project ramp-ups and align talent pipelines accordingly.

+ **Stakeholder Collaboration**

+ Serve as a strategic advisor to executive and senior leadership, hiring managers on labor market trends, role scoping, and job description development.

+ Partnership with Senior Leaders: Relationship development and nurture of a broad range of personalities, SVP, VPs, and many Directors.

+ Work with all hiring managers to ensure that in advance of the candidate’s start date the right assets are ordered (eg laptop, iPad, vehicle, etc.) as well as clearance applications.

+ Participate in resource planning meetings and weekly staffing huddles for major programs (e.g., commercial, federal, data center, hospitals, and airport projects).

+ Maintain strong cross-functional relationships with the SBU SVP, Vice Presidents, Engineering Leaders, Project Leaders, Field HR, Project Controls, and Operations.

+ **Team Leadership**

+ Manage and mentor a team of recruiters and sourcing specialists assigned to technical disciplines.

+ Monitor workload, performance metrics, and candidate experience KPIs.

+ Provide regular training on recruiting best practices and compliance in federal contracting environments.

+ **Full-Cycle Recruitment Execution**

+ Oversee job postings, resume screening, technical assessments, interview coordination, and offer negotiations.

+ Ensure candidate pipelines align with role requirements including software proficiency (e.g., AutoCAD, Revit, ETAP), licenses (e.g., PE), or security clearance eligibility.

+ Leverage ATS (e.g., Workday or iCIMS) to track requisitions, candidate stages, and time-to-fill benchmarks.

+ **Talent Pipeline Development**

+ Drive initiatives focused on hiring cleared professionals and supporting diverse, skilled trades and engineering communities.

+ Manages the usage of external recruitment firms and advises hiring managers and HR management on where such services are best utilized and how to effectively manage costs and qualitative delivery.

+ Establish sourcing channels through Niche engineering and project management channels that include associations, social media, job boards, and any method that yields senior engineering leaders and senior project leaders.

+ Represent M.C. Dean at career fairs, hiring events, and campus recruiting engagements as required.

+ **Compliance and Reporting**

+ Ensure adherence to OFCCP, EEO, and internal corporate policies.

+ Generate recruiting dashboards and reports, presenting data-driven insights to executive leadership.

+ Oversee audit readiness for government and federal contract recruiting requirements.

Qualifications

+ **Education:** Bachelor’s degree in human resources, Business Administration, Engineering, or related field.

+ **Experience:** 7+ years of progressive experience in recruiting or talent acquisition, with at least 3 years managing technical hiring for engineering or construction roles. Prior experience hiring in a federal contracting, defense, or large-scale construction environment preferred.

+ **Technical & Functional Skills**

+ Deep expertise with roles recruiting for Senior Engineering Leaders, Senior Project Leaders.

+ Deep understanding of Electrical Engineers, Power Systems Engineer, Physical Designer, BIM Coordinator, and Electrical Superintendent.

+ Strong command of recruiting tools and systems (ATS, LinkedIn Recruiter, Requisition Analytics).

+ Deep understanding of talent market dynamics in electrical construction, engineering, and manufacturing.

+ **Soft Skills**

+ Strong leadership and team-building abilities.

+ Consultative approach to hiring and workforce planning.

+ Ability to navigate ambiguity and deliver results in a matrixed organization.

+ **Preferred Certifications (Nice to Have)**

+ AIRS or SHRM Talent Acquisition Specialty Credential

+ PHR/SPHR or SHRM-CP/SCP

+ Clearance eligibility or current Secret clearance