Talent Acquisition Leader

Gallo Mechanical, LLC; Raleigh (NC); On-site; USD 125,000 - 180,000; Full time

Job summary

A leading mechanical construction firm located in Raleigh, NC, is seeking a Talent Acquisition Lead to build and sustain a scalable hiring engine. This role entails developing end-to-end recruiting strategies and ensuring hiring reflects real-world demands. The ideal candidate will have extensive experience in talent acquisition, leading employer branding efforts, and improving retention rates. This position presents an opportunity to significantly impact the organization's hiring quality and operational success.

Qualifications

• Proven experience in enterprise-level talent acquisition strategy.
• Strong understanding of mission-critical hiring execution.
• Skills in employer branding and communication.

Responsibilities

• Own end-to-end recruiting strategy across the company.
• Ensure compliance with hiring, background, and client requirements.
• Develop employer branding strategy with measurable outcomes.
• Ensure recruiters are embedded with Operations and aligned to regional needs
• Maintain compliance with hiring, background, and client requirements
• Lead employer branding strategy and collaborate with Marketing for amplification
• Develop and train hiring managers on interviewing and setting honest expectations

Skills

Talent acquisition strategy

Employer branding

Recruiting systems

Regulatory compliance

Employer branding

Education

Experience in recruitment

Job description

The Talent AcquisitionLeadis responsible forbuilding and sustaining apredictable, scalable, and credible hiring enginethat delivers qualified talent fast—without overpromising, compliance failures, or early-tenure attrition.This role exists toeliminatethe most common recruiting failure in construction: “We filled the role, but the person wasn’t ready—or didn’t stay.”

You will ensure hiring reflects jobsite reality, mission-critical demands, and leadership expectations, notwishful thinking. You will lead a team of recruiters supporting all Gallo companies and locations. We are looking for someone that our employees want to work with who is entrepreneurial in spirit and loves what they do. If this sounds like you, let's talk!

CORE RESPONSIBILITIES

• Enterprise Talent Acquisition Strategy& Operations
  • Own end-to-end recruiting strategy across the company including
  • Translate workforce plans and backlog forecasts into recruiting capacity
  • Own recruiting systems, processes, and vendor relationships standardizing recruiting workflows while allowing field-level nuance
  • Own external agency strategy for all recruiting efforts including field staffing
  • Partner with Workforce & Mission-Critical Strategy toanticipatefuture needs—not just current requisitions
  • Ensure recruiters are:
    • Embedded with Operations
    • Aligned to regional needs
    • Measured on outcomes, not activity
  • Maintain compliance with hiring, background, and client requirements
• Mission-Critical Hiring Execution
  • Ensure recruiting processes reflect mission-critical realities:
    • Schedule pressure
    • Client access requirements
    • Safety expectations
    • Skill scarcity
  • Build and maintain “ready-now talent pools” for high-risk roles
  • Reduce time-to-fill for mission-critical positions without degrading quality
  • Ensure candidates are screened honestly for pressure, travel, and expectations
• Employer Branding
  • Own employer branding strategy and execution, with CHRO governance
  • Ensure messaging reflects:
    • Gallo’s culture
    • Field reality
    • Mission-critical demands
    • Leadership expectations
  • Partner with Marketing for amplification—not authorship
  • Pressure-test all messaging against early-tenure outcomes through measurement
• Own early-career recruiting strategy, including:
  • Trade schools
  • Universities
  • Veteran pipelines
  • Apprenticeship programs
  • Internship programs (execution, not program ownership)
• Partner with Workforce Development to ensure pipelines align to future demand
• Train hiring managers and field leaders on:
  • Interviewing effectively
  • Setting honest expectations
  • Evaluating readiness for mission-critical work
• Reduce hiring friction caused by inconsistent manager behavior
• Ensure hiring decisions are defensible, consistent, and timely

KEY OBJECTIVES(First 18–24 Months)

• Reduce time-to-fill for mission-critical and supervisory roles
• Improve offer acceptance rates
• Increase quality-of-hire as measured by early performance
• Retention & Fit
  • Reduce 90-day and first-year turnover
  • Improve expectation alignment athire
  • Decrease regretted attrition tied to poor hiring matches
• Pipeline Strength
  • Build sustainable craft and mission-critical pipelines
  • Increase referral hiring from field employees
  • Improve intern and early-career conversion rates

SUCCESS METRICS

If hires stay, perform, anddon’tsurprise the field, this role is working.

• Time-to-fill (especially mission-critical roles) ↓
• Offer acceptance rate ↑
• 90-day and first-year attrition ↓
• Referral hire percentage ↑

Founded in 1945, Gallo Mechanical is a premier mechanical construction and service provider headquartered in New Orleans, bringing more than 80 years of experience delivering mission-critical HVAC and plumbing solutions across the southeastern United States—from Houston to the Carolinas. Guided by its values of family, service, and performance, Gallo maintains an unwavering commitment to its people and proudly serves healthcare, hospitality, education, industrial, and high-tech markets with a strong focus on safety, quality, and customer satisfaction.

Inclusive Employer

Our number one focus will always be our people. Gallo Mechanical welcomes employees from varied backgrounds and walks of life, and it’s reflected in our diverse community. Gallo Mechanical is proud to be an equal opportunity employer and is committed to administering personnel actions, including hiring, training, promoting and compensating its employees, without regard to race, color, religion, sex, sex stereotyping, pregnancy (which includes pregnancy, childbirth, and medical conditions related to pregnancy, childbirth, or breastfeeding), gender, gender identity, gender expression, national origin, age, mental or physical disability, ancestry, medical condition, marital status, military or veteran status, citizenship status, sexual orientation, genetic information, or any other status protected by applicable law.

In compliance with Federal and State equal employment opportunity laws, qualified applicants are considered for all positions without regard to race, color, religion, sex, national origin, age, marital status, veteran status, non-job related disability, or any other protected group status.

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