Principal Technical Recruiter

Ampirical Solutions LLC; Covington (LA); On-site; USD 90,000 - 140,000; Full time

Job summary

Ampirical Solutions LLC is seeking a Principal Recruiter to own senior leadership and niche-skill searches, developing relationship-driven sourcing across the organization. You will lead intake, assessment, and offer negotiations, advising executives on market conditions and compensation positioning while mentoring junior recruiters.

You will build long-term candidate pipelines, engage passive leaders, and ensure searches comply with EEOC and confidentiality standards.

Qualifications

• 8+ years recruiting experience, including senior leadership and niche-hire roles.
• 10+ years experience can substitute for a four-year degree.
• Strong knowledge of power and grid infrastructure talent landscape.
• Proficiency with ATS and sourcing tools.

Responsibilities

• Own sourcing strategy for senior leadership and niche-skill hires across the organization, using relationship-driven, network-based approach.
• Lead intake, assessment, and offer negotiations for searches and advise executives on market conditions, compensation and timelines.
• Mentor Recruiters and Sr. Recruiters; ensure searches adhere to EEOC requirements and confidentiality standards.
• Build and maintain long-term pipelines of leaders and specialists for anticipated needs.
• Provide regular updates on search progress, market feedback, and pipeline health; partner with Total Rewards on compensation strategy.

Skills

Relationship-driven sourcing

Market mapping

Networking

Candidate assessment

Confidentiality

Education

Bachelor's degree in Human Resources or related field

Tools

ATS

Sourcing tools

Job description

What You’ll Do

The Principal Recruiter is a senior individual contributor within Talent Acquisition who owns recruiting for senior leadership and niche-skill roles across Ampirical. The role develops and executes relationship-driven, network-based sourcing strategies to reach candidates in small, specialized talent pools who are rarely active on the job market, and maintains long-term pipelines of known leaders and specialists for anticipated needs. The Principal Recruiter leads intake, assessment, and offer negotiation for these searches and advises executives, department heads, and business unit leaders on market conditions, compensation positioning, and realistic hiring timelines. The role also mentors Recruiters and Sr. Recruiters and ensures searches adhere to EEOC requirements, company policy, and confidentiality standards. Own sourcing strategy for senior leadership and niche-skill hires across the organization, using a relationship-driven, network-based approach to identify and engage individuals in small talent pools who are rarely active on the job market. Apply market mapping, referral networks, association and community engagement, and competitor intelligence to reach them. Build and maintain long-term pipelines of known leaders and specialists for anticipated needs, nurturing relationships before a requisition opens. Track market-mapping, outreach, engagement, and referral-source metrics to measure the effectiveness of sourcing and refine strategy. Facilitate high-touch intake sessions with senior leaders to define success profiles, must-have vs. nice-to-have competencies, and realistic scope for scarce-skill roles. Lead assessment and selection, evaluating technical depth, leadership capability, and cultural alignment, and advise hiring leaders on candidate readiness and selection risk. Present well-vetted candidates with detailed assessments, market context, and compensation positioning; manage sensitive offer negotiations and counteroffers with transparency. Act as a trusted advisor to executives, department heads, and business unit leaders; translate leadership and niche talent needs into tailored search strategies and set realistic expectations on timing and market conditions. Provide regular, discreet updates on search progress, market feedback, and pipeline health, and partner with Sr. Recruiters and Total Rewards to align searches with workforce planning and compensation strategy. Serve as a visible external ambassador for Ampirical, engaging passive leaders and specialists through personalized, relationship-first outreach; represent Ampirical at industry events, panels, and networking forums; and deliver a high-touch, confidential candidate experience from first contact through onboarding. Maintain current knowledge of the power and grid infrastructure talent landscape, including key employers, competitors, and emerging specialists; track compensation, mobility, and competitive movement within small talent pools; and prepare talent maps and candidate briefs, supported by compensation data, for leadership and niche roles. Ensure leadership and niche searches adhere to EEOC requirements, company policy, and confidentiality standards; maintain accurate ATS records, including market contacts, referral sources, and touchpoint history; and recommend process improvements to the recruiting team. Mentor Recruiters and Sr. Recruiters on networking-based sourcing, executive search techniques, and closing hard-to-fill candidates; support strategic hiring initiatives and succession planning with HR and business leaders; and report on time-to-fill, pipeline conversion, and quality of hire for leadership searches.

What You Bring

Education

Bachelors degree in HumanResources, Business, or another related field

Experience

8+ years of recruiting experience, including senior leadership and niche-skill hiring (10+ years in lieu of a four-year degree)

Skills

Deep, current knowledge of the power and grid infrastructure talent landscape, including key employers, competitors, and emerging specialists. Demonstrated ability to run relationship-driven, network-based searches for passive candidates in small talent pools using market mapping, referral networks, and competitor intelligence. Proficiency with applicant tracking systems (ATS) and sourcing tools, including maintaining relationship and touchpoint history for small talent pools. Working knowledge of EEOC and OFCCP requirements as they apply to recruiting, and the ability to maintain confidentiality on sensitive searches. Ability to evaluate technical depth, leadership capability, and cultural alignment for senior and niche candidates, and to manage sensitive offer negotiations and counteroffers. Ability to analyze compensation, mobility, time-to-fill, pipeline conversion, and quality-of-hire data and to present talent maps, candidate briefs, and search recommendations to senior leadership.