Recruiter/Talent Acquisition Partner

ERock; Houston (TX); Hybrid; USD 70,000 - 110,000; Full time

Benefits offered by this job

Hybrid Work Schedule

Medical, Dental, Vision Insurance

401(k) Retirement Plan with Company匹配

Paid Time Off, Holidays

Wellness Programs

Flex Spending Account (FSA)

Job summary

ERock is seeking a Recruiter/Talent Acquisition Partner to own full-cycle recruiting across diverse functions including corporate, operations & maintenance, manufacturing, engineering, technology, automation and controls, project management and skilled trades. You will partner with business leaders as a strategic talent partner, shaping workforce plans and proactive pipelines.

In a high-ownership, fast-paced environment, you will manage intake, sourcing, screening, interviews, offers and

Qualifications

• Bachelor’s degree or equivalent professional experience.
• Minimum of 5 years of full-cycle recruiting experience in power generation, energy, utilities, EPC, industrial, manufacturing, construction, or related technical environments.
• Experience recruiting across corporate/professional and technical, engineering, operational, manufacturing, field-based, or skilled-trades positions.
• Experience partnering with business leaders on workforce planning, hiring forecasts, talent mapping, and proactive pipeline development.
• Experience with competitive talent intelligence and strategic pipeline development.
• Familiarity with ATS and candidate relationship management tools.
• Demonstrated experience independently managing recruiting from intake to offer and acceptance.
• Experience serving as a recruiting partner to hiring managers including advising on strategy.

Responsibilities

• Own the full recruiting lifecycle from requisition intake through sourcing, screening, interviews, offers, and onboarding.
• Serve as the primary Talent Acquisition partner for assigned business groups and develop understanding of organizational needs and workforce priorities.
• Establish regular recruiting touchpoints with hiring leaders to review positions, pipeline health, and hiring progress.
• Forecast future hiring needs and develop proactive talent strategies.
• Translate business objectives into actionable recruiting strategies, sourcing plans, and pipelines.
• Build and maintain talent pipelines for anticipated and difficult-to-fill roles.
• Manage a dynamic portfolio of concurrent requisitions with prioritization based on business needs.
• Recruit across multiple functions including corporate/professional, operations, manufacturing, engineering, technology, and skilled trades.
• Lead intake discussions with hiring leaders to understand requirements and timelines.
• Develop proactive sourcing strategies using LinkedIn Recruiter, Boolean searches, direct outreach, referrals, and industry groups.
• Identify and engage active and passive candidates.
• Provide hiring managers with qualified recommendations and screening insights.
• Manage candidates through interviews, offers, and onboarding.
• Maintain accurate recruiting data in the ATS and provide visibility into pipeline health.

Skills

Full-cycle recruiting

Talent acquisition strategy

Sourcing & pipeline development

Interview management

Stakeholder management

Education

Bachelor’s degree

Tools

LinkedIn Recruiter

Boolean sourcing

Applicant Tracking Systems

Job boards / networking

Job description

ERock is a leader and innovator in distributed energy. ERock has responded to long-term trends in electricity by becoming the first smart-grid supplier to U.S. energy consumers. The company installs, operates, and integrates its highly flexible, low-cost, and quick-response distributed generation to increase reliability and stability, reduce costs, and decrease carbon footprint.

At ERock, our backup generators ensure that customers will never be without power, allowing their business to operate normally when there is an outage in the area. Our innovative approach provides customers with highly reliable, ultra-clean backup generation at a fraction of the cost of traditional backup solutions. We seek those who share our commitment to customer service, innovation, collaboration, and ingenuity.

Role Overview

The Recruiter/Talent Acquisition Partner will own full-cycle recruiting across a diverse portfolio of positions supporting ERock’s continued growth. This role will recruit across multiple areas of the organization, including corporate functions, Operations & Maintenance, manufacturing, engineering, technology, automation and controls, project management, skilled trades, and other technical and operational areas of the business.

This role goes beyond filling open requisitions. The Recruiter/Talent Acquisition Partner will serve as a strategic talent partner to assigned business groups, developing a strong understanding of their organizations, business priorities, workforce plans, and current and future talent needs. Through regular partnership with hiring leaders, this individual will provide visibility into recruiting progress, identify upcoming hiring demand, advise on talent-market conditions, and develop proactive sourcing and pipeline strategies before hiring needs become critical.

This is a high-ownership role for an experienced recruiter who thrives in a fast-paced and evolving environment. The ideal candidate is comfortable navigating ambiguity, shifting priorities, changing processes, and varying hiring needs while bringing structure, recommendations, and solutions to business leaders.

The Recruiter/Talent Acquisition Partner will manage the full recruiting lifecycle, including intake and recruiting strategy, proactive sourcing, candidate screening and engagement, interview management, offer management, and ongoing partnership with hiring leaders.

Success in this role requires strong business acumen, proactive sourcing capabilities, exceptional organization and prioritization, sound recruiting judgment, and a sense of urgency. This individual must be comfortable managing a dynamic requisition portfolio while maintaining strong pipelines, responsive business partnerships, and a high-quality candidate experience.

Key Responsibilities

• Own the full recruiting lifecycle from requisition intake and strategy through sourcing, screening, interviews, offer acceptance, and transition to onboarding.
• Serve as the primary Talent Acquisition partner for assigned business groups, developing a strong understanding of their organizational needs, business objectives, workforce priorities, and talent requirements.
• Establish and maintain regular recruiting touchpoints with hiring leaders to review open positions, pipeline health, hiring progress, priorities, challenges, upcoming needs, and required actions.
• Partner with business leaders to anticipate and forecast future hiring needs, identify recurring or anticipated positions, and develop proactive talent strategies before positions become critical.
• Translate business objectives and workforce needs into actionable recruiting strategies, sourcing plans, talent pipelines, and hiring recommendations.
• Build and maintain talent pipelines for anticipated, recurring, business-critical, and difficult-to-fill positions.
• Manage a dynamic portfolio of concurrent requisitions, effectively prioritizing hiring activity based on business needs, urgency, candidate availability, and market conditions.
• Recruit across a broad range of functions, including corporate/professional, Operations & Maintenance, manufacturing, engineering, technology, automation and controls, project management, skilled trades, and other business-critical roles.
• Lead comprehensive intake discussions with hiring leaders to understand business needs, position requirements, candidate profiles, hiring timelines, and recruiting strategy.
• Develop proactive sourcing strategies utilizing LinkedIn Recruiter, Boolean searches, direct outreach, referrals, networking, job boards, industry groups, and other relevant sourcing channels.
• Identify, engage, and build relationships with both active and passive candidates.
• Conduct candidate screens to evaluate relevant experience, qualifications, career progression, compensation expectations, location requirements, and overall alignment with the position.
• Provide hiring managers with qualified candidate recommendations and relevant screening insights to support informed hiring decisions.
• Manage candidates throughout the interview process while maintaining consistent communication with candidates and hiring teams.
• Support the offer process, including offer preparation, approvals, candidate communication, negotiations, and offer acceptance.
• Maintain accurate and timely candidate, requisition, interview, and disposition activity within the applicant tracking system.
• Provide hiring leaders with ongoing visibility into pipeline health, recruiting activity, talent availability, candidate feedback, market conditions, and potential hiring risks.
• Provide market intelligence related to compensation expectations, candidate availability, competitive hiring activity, and difficult-to-fill skill sets.
• Advise hiring leaders on recruiting strategy and recommend adjustments when candidate availability, market conditions, compensation, position requirements, or other factors create hiring challenges.
• Balance immediate requisition delivery with longer-term talent pipeline development and workforce planning.
• Use recruiting data, workforce plans, anticipated business needs, and hiring trends to proactively prepare for future talent demand.
• Maintain a high-quality candidate experience through responsive, transparent, and professional communication throughout the recruiting process.
• Track and utilize recruiting metrics, including pipeline health, sourcing effectiveness, candidate conversion, requisition aging, and time-to-fill, to identify challenges and improve recruiting outcomes.
• Adapt quickly to changing hiring priorities, newly identified positions, evolving processes, and shifting organizational requirements.
• Operate effectively with limited direction, bringing structure and recommendations to situations where requirements or the path forward may not be fully defined.
• Develop trusted working relationships across Human Resources, hiring leadership, and business teams.
• Attend and organize local career fairs, hiring events, military recruiting events, community outreach, and other talent acquisition initiatives.
• Continuously identify opportunities to strengthen recruiting processes, sourcing strategies, hiring-manager partnerships, candidate experience, and overall recruiting efficiency.

Basic (Required) Qualifications

• Bachelor’s degree or equivalent professional experience.
• Minimum of 5 years of full-cycle recruiting experience required within power generation, energy, utilities, EPC, industrial, manufacturing, construction, or related technical environments.
• Experience recruiting across a combination of corporate/professional and technical, engineering, operational, manufacturing, field-based, or skilled-trades positions.
• Experience partnering with business leaders on workforce planning, hiring forecasts, talent mapping, and proactive pipeline development.
• Experience with competitive talent intelligence and strategic pipeline development.
• Familiarity with applicant tracking systems (ATS) and candidate relationship management tools.
• Demonstrated experience independently managing recruiting from intake and sourcing through candidate assessment, interview management, offer, and acceptance.
• Experience serving as a recruiting partner to hiring managers and business leaders, including advising on recruiting strategy and maintaining ongoing hiring relationships.
• Demonstrated experience recruiting across multiple disciplines and job families, rather than recruiting exclusively within one specialized function.
• Demonstrated ability to successfully manage and prioritize a high-volume requisition portfolio.
• Strong proactive sourcing experience, including identifying and engaging passive candidates for specialized and difficult-to-fill positions.
• Strong proficiency with LinkedIn Recruiter, Boolean sourcing techniques, applicant tracking systems, job boards, and other recruiting tools.
• Experience conducting candidate outreach through LinkedIn, email, telephone, referrals, networking, and other sourcing methods.
• Strong interviewing and candidate qualification skills with the ability to quickly understand different business functions and position requirements.
• Demonstrated ability to develop trusted relationships with hiring leaders and serve as a consultative recruiting partner.
• Ability to understand business and workforce needs and translate those needs into recruiting and sourcing strategies.
• Ability to anticipate upcoming hiring needs and proactively develop talent pipelines.
• Ability to work successfully through ambiguity, evolving processes, competing priorities, and changing business requirements.
• Demonstrated ability to independently prioritize work, identify next steps, solve problems, make recommendations, and maintain recruiting momentum with limited direction.
• Strong business acumen and ability to understand how recruiting priorities align with organizational needs.
• Excellent written and verbal communication, consultation, and stakeholder-management skills.
• Strong organizational, prioritization, follow-through, and time-management skills.
• Ability to operate with urgency while maintaining accuracy, professionalism, and a strong candidate experience.
• Data-driven mindset with the ability to use recruiting metrics and pipeline information to guide priorities and recruiting strategy.
• Medical, Dental, Vision, and Prescription Drug Insurance
• Company-Paid Life Insurance
• Flexible Spending Account (FSA)
• Wellness Programs and Incentives
• 401(k) Retirement Plan & Company Match
• Paid Time Off – Sick & Vacation Time
• Paid Holidays
• Hybrid Work Schedule!
• Cool Open-Office Concept

The physical demands described here are representative of those that must be met by an 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.

ERock is committed to creating a diverse environment and is proud to be an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, disability, age, or veteran status.