Recruiter – AEC / MEP / Engineering

Position: Recruiter

Position Location: Remote - work virtually from anywhere in the United States

Salary

QC Servion recognizes salary ranges from job boards do not necessarily reflect our pay ranges. In many instances we out-compete those ranges for well-qualified candidates.

Job Summary

The Recruiter plays a critical role in driving full-cycle recruiting and proactive talent sourcing across a diverse portfolio of technical, project-based, field, operational, and corporate roles. This may include mechanical and electrical engineers, designers, commissioning professionals, field technicians, project and program professionals, and corporate/shared-services functions.

As a key member of the HR team, the Recruiter partners closely with hiring managers and cross-functional stakeholders to understand role requirements, business priorities, and talent market dynamics. This position is responsible for developing strong candidate pipelines, advising hiring teams, delivering a high-quality candidate experience, and driving efficient, data-informed hiring decisions.

The ideal candidate is an experienced recruiting professional who thrives in a fast-paced, high-growth environment and can move comfortably between highly technical searches and broader corporate hiring needs. This person should be proactive, resourceful, organized, and capable of independently managing a high-volume workload while maintaining strong relationships with candidates and hiring teams.

Essential Functions

Talent Acquisition & Recruiting (95%)

• Own and manage full-cycle recruitment for approximately 15–30 active requisitions, ensuring consistent pipeline activity and timely movement of candidates through each stage.
• Lead requisition intake and calibration discussions with hiring managers to understand position requirements, candidate profiles, business priorities, and interview expectations.
• Proactively source and engage qualified talent using LinkedIn, job boards, referrals, internal databases, specialized sourcing channels, and targeted outreach strategies.
• Recruit across technical, field-based, project, operational, and corporate functions, adapting sourcing and screening approaches based on the needs of each search.
• Screen and evaluate candidates for technical qualifications, experience, career alignment, communication skills, and overall position fit.
• Build strong partnerships with hiring managers through regular communication and recurring hiring syncs focused on priorities, pipeline health, market feedback, and interview outcomes.
• Manage high-volume candidate and stakeholder communication with a focus on responsiveness, professionalism, and engagement.
• Coordinate interviews and help maintain process momentum by minimizing scheduling delays and communication gaps.
• Own interviewer feedback collection and follow-up, driving accountability and timely hiring decisions.
• Lead the offer process from verbal offer through formal documentation and acceptance, ensuring clear communication and a positive candidate experience.
• Maintain accurate and current information within the ATS to provide visibility into pipeline health, recruiting activity, and hiring progress.
• Use recruiting data and market insights to identify pipeline challenges, recommend adjustments, and improve hiring outcomes.
• Maintain consistent candidate engagement throughout the hiring lifecycle, including searches that require longer decision timelines.
• Leverage AI, automation, and emerging technologies to improve sourcing, screening, communication, and administrative workflows.

Human Resources Support (5%)

• Provide general HR, research, and administrative support based on team and business priorities.
• Assist with employee engagement initiatives and HR projects as needed.
• Support documentation and improvement of HR procedures and workflows, identifying opportunities to streamline and automate processes.
• Collaborate with the broader HR team on initiatives that support employee experience and organizational growth.

Position Requirements

• Bachelor’s degree in Human Resources, Business, Communications, or a related field with 5+ years of progressive full-cycle recruiting and sourcing experience; equivalent professional experience may be considered in lieu of a degree.
• Demonstrated experience recruiting for engineering, commissioning, and other highly technical roles, with the versatility to shift between technical hiring and corporate/shared-services functions as business needs evolve.
• Proven ability to independently manage a high-volume requisition load from intake and sourcing through interviewing, offer, and close.
• Strong proactive sourcing capabilities using LinkedIn, job boards, referrals, internal databases, and specialized talent channels.
• Experience partnering directly with hiring managers to understand business needs, calibrate candidate profiles, provide market insight, and drive hiring decisions forward.
• Strong written and verbal communication skills with the ability to engage, advise, and influence candidates and hiring stakeholders.
• Strong understanding of recruiting best practices, candidate experience, and broader HR processes.
• Experience managing pipelines and maintaining accurate recruiting data within an applicant tracking system; Rippling ATS experience preferred.
• Proficiency in Microsoft Office Suite, including Excel, Word, Outlook, PowerPoint, and Teams.
• High attention to detail with the ability to manage competing priorities, deadlines, and a high volume of candidate activity.
• Experience leveraging AI, automation, and emerging technologies to improve sourcing, screening, recruiting workflows, and overall efficiency.

Physical Demands

The following physical demands must be met by the employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is:

• Frequently required to remain in a stationary position.
• Frequently moving through home office.
• May occasionally lift up to 20 pounds.

Travel Requirements

• Up to 5%, this may include travel to any or all 50 US states.
• Travel is defined as physically leaving home on behalf of business activities including but not limited to client sites, meetings with other employees, meeting for business development purposes, running errands on behalf of the business, attending industry conferences, etc.

Benefits

• Choice of comprehensive medical plans (including two PPO-style plans and a HDHP w/ HSA option).
• Flex spending accounts (FSA).
• Dental and vision plans.
• Comprehensive medical, dental and vision benefits extended to spouse / domestic partner and dependent children up to age 26.
• 401k with company match and self-directed brokerage account option.
• PTO including additional paid time off during the last week of the year.
• Company paid life insurance coverage for employees and their eligible dependents.
• Short and long-term disability, AD&D coverage.
• Professional development opportunities, tuition reimbursement, and professional licensing assistance.
• Paid parental leave after one year of employment.

CO, CA, IL, NY, WA, and Washington DC residents only: In accordance with CO, CA, IL, NY, WA, and Washington DC law, the range provided is QC Servion's reasonable estimate of the base compensation for this role. The actual amount may differ based on non-discriminatory factors such as experience, knowledge, skills, abilities, and location.

EEO

QC Servion provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.

Notice To Third Party Agencies
QC Servion does not accept unsolicited resumes from recruiters, employment agencies, or other staffing services. Unsolicited resumes include any resume or hiring document sent to QC Servion in the absence of a signed Service Agreement where QC Servion has expressly requested recruitment/staffing services specific to the position at hand. Any unsolicited resumes, including those submitted to hiring managers or other business leaders, will become the property of QC Servion and QC Servion will have the right to hire that candidate without reservation – no fee or other compensation will be owed or paid to the recruiter, employment agency, or other staffing service.