Senior Full Life Cycle Recruiter - Amarillo

Fermi America is developing Project Matador, a ~17 GW private power generation campus in Carson County, Texas, built to meet the surging energy demands of AI compute infrastructure. The campus integrates natural gas, nuclear, and solar generation at a scale and speed rarely attempted in U.S. power development. Fermi is assembling the engineering, construction, and commercial teams needed to take this project from FEED through commercial operation, alongside the broader corporate functions required to run a company of this ambition.

This is a build phase: headcount is scaling quickly across highly technical and highly specialized roles, and the team needs a hands-on, full life cycle recruiter who can own requisitions end-to-end and move fast without sacrificing candidate quality.

Role Overview

The Senior Recruiter, Full Life Cycle (FLC) is an individual contributor role responsible for owning full-cycle recruiting on a portfolio of open requisitions spanning construction, financial, commercial, and other business functions. This person will run their own desk — intake, sourcing, screening, interview coordination, offer — while partnering closely with the Manager, Talent Acquisition on process and with hiring managers on role strategy.

This is a strong fit for an experienced full life cycle recruiter who has worked construction, industrial, or energy roles alongside corporate/professional roles, is comfortable sourcing directly rather than relying solely on inbound applicants, and wants to help build a recruiting function inside a fast-scaling company rather than execute inside an already-mature one.

Key Responsibilities:

Full Life Cycle Recruiting

• Own full-cycle recruiting for an assigned portfolio of requisitions across construction, financial, commercial, and other business teams
• Run intake meetings with hiring managers to scope role requirements, must-haves, and sourcing strategy
• Source passive and active candidates directly using Boolean search, LinkedIn Recruiter, referrals, and other sourcing channels
• Screen candidates for role fit, qualifications, compensation alignment, and interest
• Manage the candidate experience from first outreach through offer and close, including scheduling, interview logistics, and timely communication
• Build and manage a strong, active pipeline for recurring or hard-to-fill role types

Hiring Manager Partnership

• Act as a trusted advisor to hiring managers on market conditions, candidate availability, and realistic hiring timelines
• Present slates of qualified candidates with clear rationale on fit
• Guide hiring managers through structured interview and evaluation processes

Pipeline & Market Development

• Build talent pipelines specific to the Dallas and Amarillo labor markets, including skilled trades and construction talent for Project Matador
• Maintain accurate, up-to-date candidate and requisition records in the ATS
• Track and report on personal recruiting metrics (time-to-fill, pipeline volume, offer acceptance rate)

Process Contribution

• Provide feedback to the Manager, Talent Acquisition on process gaps, tooling needs, and sourcing channel performance as the TA function is built out
• Help document repeatable playbooks for recurring role types (e.g., field construction hires, financial analysts, commercial roles)