Get the chrome extension Talent Acquisition Partner - South Region
Jensen Hughes
Company Overview
Throughout our worldwide network of experts, clients and communities, we are renowned for our leadership in fire protection engineering – a legacy of responsibility we have proudly upheld since 1939. Today, our expertise extends broadly across closely related security and risk-based fields – from accessibility consulting and risk analysis to process safety, forensic investigations, security risk consulting, emergency management, digital innovation and more.
Our engineers and consultants collaborate to solve complex safety and security challenges, ensuring our clients can protect what matters most. For over 80 years, we have helped mitigate risks that threaten lives, property and reputations. Through technology, expertise and industry-leading research, we remain dedicated to our purpose of making our world safe, secure and resilient.
At Jensen Hughes, we believe that creating and sustaining a culture of trust, integrity and professional growth starts with putting our people first. Our employees are our greatest strength, and we value the unique perspectives and talents they bring to our organization.
Our wide range of Global Employee Networks connect people from across the organization, supporting career development and providing forums for individuals to share experiences on topics they're passionate about. Together, we are cultivating a connected culture where everyone has the opportunity to learn, grow and succeed together.
Job Overview
Jensen Hughes is seeking an experienced Talent Acquisition Partner to join our North America team. This role will support priority hiring needs for specialized engineering and technical positions across multiple states in our South region. Candidates should ideally be based in the Mountain, Central or Eastern time zones and be available to collaborate during the hiring team’s core business hours.
The Talent Acquisition Partner will own the full recruiting process, from translating hiring requirements into targeted sourcing strategies to engaging and qualifying candidates, coordinating interviews, managing candidate communications, supporting offers, and facilitating successful placements.
The ideal candidate is a resourceful, persistent, and data-minded talent acquisition professional who excels at finding specialized, hard-to-reach talent, building credibility with passive candidates, and converting sourcing activity into qualified candidate pipelines.
Responsibilities
Strategic Sourcing & Talent Pipeline Development
- Develop and execute targeted sourcing strategies for priority engineering and technical positions across multiple states in the South region
- Identify and engage passive candidates through LinkedIn Recruiter, professional associations, industry networks, referrals, and other relevant channels
- Conduct talent mapping to identify target organizations, geographic talent pools, adjacent industries, and candidates with transferable skills
- Build and maintain qualified pipelines aligned with current and anticipated hiring needs
- Create personalized outreach campaigns and test alternative approaches to improve candidate engagement and response rates
- Refine sourcing strategies based on market conditions, candidate feedback, and pipeline results
Recruiting & Candidate Engagement
- Conduct initial outreach and qualification conversations to assess candidates’ experience, career interests, location or mobility considerations, compensation expectations, and alignment with available opportunities
- Present the Jensen Hughes employee value proposition and provide an accurate, engaging overview of the opportunities
- Maintain timely, professional follow-up with prospective candidates to sustain engagement and deliver a positive candidate experience
- Coordinate interviews, manage candidate communications, support offers, and facilitate successful placements while continuing to develop qualified talent pipelines
- Actively participate in university recruiting efforts, including attending career fairs within the South region
Collaboration & Stakeholder Partnership
- Partner with hiring leaders to understand technical requirements, target candidate profiles, hiring priorities, and market constraints
- Recommend target organizations, professional networks, geographic markets, and sourcing channels based on talent market intelligence
- Provide concise, regular updates on sourcing activity, pipeline health, candidate feedback, market insights, and barriers to hiring
- Use hiring leader feedback to refine candidate profiles and adjust sourcing strategies promptly as hiring needs or market conditions change
Data Management & Reporting
- Maintain accurate and timely candidate records, outreach activity, qualification notes, and pipeline status in Greenhouse and LinkedIn Recruiter
- Track and report sourcing metrics, including outreach volume, response rate, qualified-candidate submissions, pipeline conversion, and candidate progression
- Use sourcing data and market feedback to identify trends, evaluate effectiveness, and recommend changes to the sourcing approach
- Comply with applicable recruiting policies, data privacy requirements, and employment regulations
Qualifications
Required
- 5+ years of experience in technical recruiting and sourcing, preferably in a corporate or agency environment
- Experience recruiting and sourcing engineering, architecture, construction, consulting, or other technical professionals
- Demonstrated success identifying, engaging, and qualifying passive candidates for specialized or hard-to-fill positions
- Advanced proficiency with LinkedIn Recruiter, AI-assisted search techniques, Boolean search, and alternative sourcing methods
- Experience building targeted sourcing strategies and managing candidate pipelines against defined hiring priorities
- Strong written and verbal communication, relationship-building, and candidate engagement skills
- Ability to work independently, manage competing priorities, and deliver results in a fast-paced remote environment
- Experience using applicant tracking systems (preferably Greenhouse or similar) and maintaining complete, accurate candidate data
- Analytical approach to measuring sourcing effectiveness and adjusting strategy based on results
Preferred
- Familiarity with fire protection, mechanical, electrical, or related engineering disciplines
- Experience sourcing senior-level engineering professionals, licensed Professional Engineers (PEs), and niche technical specialists
- Experience conducting talent mapping, competitor research, and talent market analysis
- Experience supporting geographically dispersed hiring teams and multiple business priorities
Please note that the salary range provided is a good faith estimate for the position at the time of posting and not a guarantee of compensation. Final compensation may vary based on factors, including but not limited to, responsibilities of the job, education, experience, knowledge, skills, and abilities, geographic location, internal equity, alignment with market data.
Jensen Hughes offers a competitive total rewards package, which includes a retirement plan, healthcare coverage, and a broad range of other benefits. Incentives and/or benefit packages may vary depending on the position and location.
Jensen Hughes is an Equal Opportunity Employer. Qualified candidates will receive consideration for employment without regard to race, color, religion, sex, national origin, sexual orientation, gender identity, disability or protected veteran status.
At Jensen Hughes, we embrace innovation and understand that people are increasingly using artificial intelligence (AI) tools like ChatGPT and other generative platforms to learn, prepare and communicate. We have provided some guidelines regarding the responsible use of AI in the recruitment process. Please click here to review.
The security of your personal data is important to us. Jensen Hughes has implemented reasonable physical, technical, and administrative security standards to protect personal data from loss, misuse, alteration, or destruction. We protect your personal data against unauthorized access, use, or disclosure, using security technologies and procedures, such as encryption and limited access. Only authorized individuals may access your personal data for the purpose for which it was collected, and these individuals receive training about the importance of protecting personal data. Jensen Hughes is committed to compliance with all relevant data privacy laws in all areas where we do business, including, but not limited to, the GDPR and the CCPA. Additionally, our service providers are contractually bound to maintain the confidentiality of personal data and may not use the information for any unauthorized purpose.
*Policy on use of 3rd party recruiting agency for direct placements
Jensen Hughes will occasionally augment a recruiting search through agencies for certain positions when business conditions warrant. Jensen Hughes will not accept resumes, inquiries or proposals from recruiting agencies as an acceptable method to consider a candidate. 3rd party recruiting agencies must sign a standard Jensen Hughes agreement after being evaluated and accepted by a Human Resources or Talent Acquisition manager, or member of the talent acquisition team. Hiring managers and employees of Jensen Hughes are not authorized to accept resumes, engage in fee-based searches through recruiting firms or sign a search agreement. Please note this policy does not apply to “staffing firms” or firms that are involved with hiring temporary staff. Any recruiting agency interested in being considered may contact our recruiting team at jensenhughesrecruiting.com.
Originally posted on Himalayas
Temporary Talent Acquisition Partner
Legence
About Legence Legence (Nasdaq: LGN) is a leading provider of engineering, consulting, installation, and maintenance services for mission-critical systems in buildings. The company specializes in designing, fabricating, and installing complex HVAC, process piping, and other mechanical, electrical, and plumbing (MEP) systems—enhancing energy efficiency, reliability, and sustainability in new and existing facilities. Legence also delivers long-term performance through strategic upgrades and holistic solutions. Serving some of the world’s most technically demanding sectors, Legence counts over 60% of the Nasdaq-100 Index among its clients.
As a Temporary Talent Acquisition Partner, you will serve as a strategic advisor and talent expert responsible for driving high-impact hiring initiatives across multiple business units and functions. You will collaborate closely with executive leadership, HR, and hiring managers to align talent strategies with business objectives, ensuring a seamless hiring process and a world-class candidate experience that reinforces Legence's commitment to innovation, inclusion, and excellence.
Duration: 6 months
Location: Central Time Zone preferred
Responsibilities
- Full-Cycle Recruitment: Manage the recruiting process from end to end, ensuring a smooth, high-touch experience for candidates from initial contact to onboarding.
- Collaborative Hiring: Partner with hiring managers to understand role requirements and assist in creating job postings and sourcing strategies.
- Candidate Sourcing & Screening: Use innovative sourcing methods, including direct outreach, networking, and employee referrals, to attract top-tier candidates. Conduct initial screenings to assess qualifications, skills, and cultural fit.
- Interview Coordination: Schedule and facilitate interviews, providing guidance and accountability to interview teams. Ensure timely feedback and debriefs to inform hiring decisions.
- Talent Pipeline Management: Develop and maintain high-impact talent pipelines for critical, hard-to-fill, and high-growth areas, ensuring a proactive hiring approach. Leverage advanced sourcing techniques, talent mapping, and AI-driven recruitment tools to attract the best candidates in competitive markets.
- Executive & Stakeholder Engagement: Act as a trusted consultant to hiring managers and executives, guiding them on hiring best practices, candidate assessment, and talent market conditions. Lead structured interview processes to enhance decision-making and hiring efficiency across the organization.
- Employer Branding: Support marketing and HR to promote Legence as an employer of choice through various platforms, including LinkedIn and other recruitment marketing channels.
- Data Driven Talent Acquisition: Utilize data analytics and recruitment metrics to drive insights, optimize hiring strategies, and improve overall TA performance.
- Process Improvement: Identify and implement process enhancements to improve recruitment efficiency and effectiveness.
Qualifications & Experience
- 4-6 years of progressive full-cycle recruiting experience, with a track record of delivering top talent in high-growth or complex organizations.
- Expertise in consultative recruiting – ability to influence, advise, and challenge hiring teams to drive best hiring practices.
- Advanced sourcing skills using LinkedIn Recruiter, AI-driven tools, and talent intelligence platforms.
- Experience working with executive leadership, managing high-impact hiring strategies, and influencing senior stakeholders.
- Data-driven mindset – ability to leverage analytics to improve hiring outcomes and workforce planning.
- Deep knowledge of compliance & hiring regulations (EEO, OFCCP, immigration, etc.) to mitigate risk and ensure best practices
Desired Qualifications
- Experience in Construction, Engineering Design, or Consulting industries is a plus.
- Experience creating recruitment campaigns and supporting employer branding efforts.
- Proven track record in competitive market hiring, talent mapping, and building industry-specific pipelines.
- Expertise in creating and maintaining relationships with key talent communities, professional organizations, and industry networks to cultivate a strong talent pool.
- Experience working with remote and distributed teams, optimizing virtual recruitment strategies.
Benefits Overview 401(k) Plan with Company Match: Currently match contributions dollar-for-dollar up to 4% of eligible pay; immediate vesting. Reasonable Accommodations If you need assistance or accommodations during the application or interview process, please contact us at or your dedicated recruiter with the job title and requisition number. Employment Eligibility Candidates must have current work authorization in the U.S.; visa sponsorship is not available for this position. Third-Party Recruiting Disclaimer Legence and its affiliates do not accept unsolicited resumes from agencies; any such submissions without a prior signed agreement authorized by Legence Holdings LLC's CHRO or Director of Talent Acquisition will not incur fees and are considered property of Legence. Pay Disclosure & Considerations Where pay ranges are indicated, please note that a successful candidate’s exact pay will be determined based relevant job-related factors, including any of the following: candidate’s experience, skills, and qualifications, as well as geographic and market considerations. We are committed to ensuring fair and competitive compensation for all employees and comply with all applicable salary transparency laws. Equal Employment Opportunity Employer Legence and its affiliate companies are proud to be an equal opportunity workplace. We are committed to equal employment opportunity regardless of race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), marital or familial status, national origin, age, disability, genetic information (including family medical history), political affiliation, military service, other non-merit-based factors, and any other characteristic protected under applicable local, state or federal laws and regulations. EEO is the Law
Originally posted on Himalayas