Sr. TA Partner- Strategic Sourcing & Headhunting

Corvant; Grapevine, Northern (TX, KY); Hybrid; USD 90,000 - 135,000; Full time

Job summary

CORHP seeks a Senior Talent Acquisition Partner to lead recruiting for skilled trades, professional roles, and dispersed teams. You will blend strategic sourcing with data-driven practices and partner with business leaders to address workforce needs.

The role emphasizes proactive headhunting, pipeline development, stakeholder collaboration, and process improvements to increase time-to-fill and quality of hire across the organization. Travel may be required.

Qualifications

• Partner with hiring managers to identify workforce needs and define role requirements.
• Lead full-cycle recruitment across trades and professional roles.
• Advise leadership on talent availability, market conditions, and strategy.
• Utilize HRIS/ATS to manage pipeline visibility and reporting.

Responsibilities

• Own proactive sourcing and headhunting for hard-to-fill roles.
• Build passive candidate pipelines through targeted outreach and networking.
• Develop sourcing strategies for skilled trades and construction leadership.
• Conduct market mapping to identify talent pools and industry trends.
• Drive data-driven recruiting with time-to-fill and quality-of-hire metrics.

Skills

Talent acquisition

Full-cycle recruitment

Strategic sourcing

Data analytics

Stakeholder management

Relationship-building

Employer branding

Education

Bachelor’s degree in Business, Human Resources, or related field

Tools

Paylocity or similar ATS/HRIS

Job description

Description

The Senior Talent Acquisition Partner plays a pivotal role in driving recruitment excellence for skilled trades, professional roles, and geographically dispersed teams. This individual combines strategic talent acquisition expertise with advanced sourcing, relationship-building, and data-driven recruiting practices to deliver high-impact hiring outcomes. The role partners closely with business leaders to proactively address workforce needs, develop targeted sourcing strategies, and strengthen long-term talent pipelines across the organization.

Requirements

(List is not inclusive)

Talent Acquisition Leadership

• Partner with hiring managers to identify workforce needs, define role requirements, and align on hiring priorities
  
• Lead full-cycle recruitment efforts, including sourcing, interviewing, evaluation, and offer management
  
• Serve as a trusted advisor to business leaders on talent availability, market conditions, and hiring strategy
  
• Utilize HRIS and ATS tools to manage candidate activity, pipeline visibility, and reporting
  

Strategic Sourcing & Headhunting (Primary Focus)

• Own proactive sourcing and headhunting efforts for hard-to-fill and evergreen roles
  
• Build and maintain passive candidate pipelines through targeted outreach, networking, and long-term engagement
  
• Develop sourcing strategies focused on skilled trades, field leadership, and specialized construction roles
  
• Conduct market mapping to identify competitor talent, industry trends, and talent pools
  
• Minimize reliance on external agencies by leveraging internal headhunting capabilities and market intelligence
  

Candidate Assessment

• Conduct behavioral and competency-based interviews tailored to role requirements and business needs
  
• Evaluate candidates against technical qualifications, experience, and cultural alignment
  
• Ensure a high-touch, professional candidate experience throughout the recruiting process
  

Data Analytics and Reporting

• Analyze recruiting data to track hiring trends, pipeline health, and key metrics such as time-to-fill and quality of hire
  
• Provide insights to leadership to support workforce planning and recruiting strategy
  
• Ensure compliance with all reporting requirements, including EEO and Affidative Action guidelines
  

Employer Branding & Networking

• Represent the organization at recruiting events, trade shows, and industry networking opportunities
  
• Build long-term relationships within mechanical, construction, and skilled trades communities
  
• Support employer branding efforts by reinforcing a consistent and compelling candidate experience
  

Process Optimization

• Identify opportunities to improve recruiting workflows, sourcing effectiveness, and stakeholder communication
  
• Partner with HR and TA leadership to implement process enhancements and best practices
  

Required Knowledge, Skills, and Abilities

• Proven expertise recruiting skilled trades and professional roles across a dispersed workforce
  
• Strong background in proactive sourcing, passive candidate engagement, and headhunting
  
• Advanced proficiency with HRIS and ATS platforms (e.g., Paylocity or similar systems)
  
• Strong analytical skills with the ability to interpret recruiting data and develop actionable insights
  
• Demonstrated success building and maintaining long-term talent pipelines
  
• Exceptional communication, negotiation, and relationship-building skills
  
• Familiarity with labor market dynamics within construction, skilled trades, or mechanical contracting environments
  

Education and Experience

• Bachelor’s degree in Business, Human Resources, or a related field, or equivalent experience
  
• Minimum of 5 years of progressive talent acquisition experience
  
• Combination of agency recruiting experience and in-house TA experience strongly preferred
  
• Experience supporting high-volume, evergreen, and hard-to-fill roles
  

Physical Requirements

• Ability to travel as needed to attend recruiting events, visit job sites, or support dispersed teams
  
• Comfortable working in both office-based and remote environments

CORHP