Recruiter

Location: Rosharon, Texas

We're looking for a Recruiter who genuinely enjoys recruiting—not someone who simply wants to post jobs and wait for applications to roll in. Our business moves quickly. Hiring needs change. Priorities shift. Some positions will attract hundreds of applicants; others may have you wondering where every qualified candidate disappeared to. That's recruiting.

We're looking for someone who enjoys the chase, communicates well, stays organized, builds relationships with hiring managers, and understands that a candidate's experience with our company starts long before their first day.

This role will have meaningful ownership of our day-to-day recruitment function while partnering closely with our HR Business Partners and business leaders.

What you will own:

You'll help drive the recruitment process from requisition through pre-employment handoff, including:

Partnering with hiring managers and HRBPs to understand staffing needs and position requirements.

Managing job postings and requisitions within iCIMS.

Reviewing applicants and identifying qualified candidates.

Proactively sourcing candidates through job boards, LinkedIn/Indeed and etc, networking, referrals, career fairs, and other channels.

Conducting initial phone screens.

Presenting qualified candidates and providing thoughtful recommendations.

Coordinating interviews and maintaining momentum throughout the selection process.

Keeping candidates informed—even when the update is simply that we're still working through the process.

Building talent pipelines for recurring and hard-to-fill positions.

Independently managing recruitment for assigned positions.

Supporting recruiting campaigns, career fairs, hiring events, and community or school partnerships.

Helping create recruiting campaigns and materials, including Canva and social recruiting content.

Coordinating offer documentation and transitioning selected candidates into the pre-employment/onboarding process.

Supporting and promoting our employee referral program.

Maintaining accurate candidate and requisition information in iCIMS.

Tracking recruiting metrics such as time-to-fill, source effectiveness, candidate activity, aging requisitions, and hiring trends.

Following up after onboarding to help us understand what's working—and where we can improve.

Continuously looking for better ways to attract, engage, and hire talent.

You'll own recruitment execution, but you won't be expected to solve every HR issue that happens to appear during the hiring process.

Our HRBPs will continue partnering with the business on workforce planning, organizational needs, complex compensation decisions, difficult selections, employee-relations concerns, and other situations requiring broader HR involvement.

The Recruiter's job is to keep recruitment moving while knowing when something needs a bigger conversation.

We're less interested in someone who can recite recruiting terminology and more interested in someone who can actually recruit.

We're looking for someone with recruiting or talent acquisition experience who is comfortable managing multiple requisitions and interacting directly with candidates and hiring managers.

Experience with an ATS is important; iCIMS experience would certainly get our attention. Experience recruiting within construction, heavy equipment, engineering, industrial, skilled trades, or another project-driven environment would also be valuable. You'll need strong communication and follow-up skills, confidence picking up the phone, good judgment, attention to detail, and the ability to shift priorities without everything falling apart.

And initiative matters here.

You enjoy finding candidates who aren't necessarily applying to you.

You can talk comfortably with everyone from an entry-level applicant to a senior leader.

You believe candidates deserve communication—even when they aren't selected.

You follow up without someone reminding you.

You enjoy learning what different positions actually do instead of recruiting entirely from a job description.

You aren't afraid to tell a hiring manager when waiting another two weeks may mean losing a strong candidate.

You like data but understand recruiting is ultimately about people.

You enjoy trying new sourcing ideas when the obvious ones aren't working.

You can manage several priorities without treating every one of them like an emergency.

You bring solutions—not just another problem for someone else to solve.

You believe recruiting starts and ends with posting a job.

You wait for candidates to come to you.

You avoid picking up the phone.

You need every day to go according to plan.

You aren't comfortable following up with a hiring manager more than once.

Or, perhaps most importantly, an unanswered candidate email sitting in your inbox for three days doesn't bother you.

Candidate experience matters to us.

Success isn't simply filling positions as quickly as possible. We want the right people, a recruiting process our hiring managers trust, and an experience that leaves candidates with a positive impression of our company regardless of whether they're ultimately hired.

We'll look for stronger candidate communication, reduced time-to-fill, viable talent pipelines, responsive hiring-manager partnerships, accurate iCIMS data, effective sourcing strategies, and fewer transactional recruiting activities sitting with our HRBPs.

The bigger goal is to move our recruitment function from being primarily reactive to being much more proactive .

If you see an opening and immediately start thinking about where you're going to find the right person -- not just where you're going to post it -- we'd like to meet you.

Medical, Dental, and Vision benefits

Annual Performance Bonus

401k matching up to 6%

Vacation and Sick Time

Education Sponsorship

Career Development and Programs

Casual Dress

Onsite Gym

Onsite Cafe

Take a look at mammoet.com

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