Talent Acquisition Specialist

What You’ll Do

Who You Are

• 5+ years of full-cycle recruiting experience, ideally recruiting for energy, power, utilities, construction, engineering, or the broader A/E/C industry.
• You have a "Do what needs to be done" mindset, taking ownership beyond assigned tasks and stepping in wherever needed to keep projects, teams, and customers supported and running smoothly.
• Strong understand the talent markets you recruit in and can speak credibly with experienced technical professionals, project managers, construction leaders, and other industry specialists.
• You can independently manage a full desk, balancing multiple searches, prioritizing business-critical roles, and maintaining momentum from initial intake through offer acceptance.
• Strong sourcing recruiter who knows how to identify, engage, and build relationships with passive candidates in competitive talent markets.
• Comfortable working directly with senior leaders and hiring managers, asking thoughtful questions, challenging assumptions, and helping translate business needs into effective recruiting strategies.
• You know how to negotiate offers, manage competing expectations, overcome objections, and close candidates in competitive markets.
• Strong understand that recruiting is a business function. You can connect hiring priorities to project schedules, revenue goals, staffing demands, and broader business objectives.
• You're proactive, resourceful, and comfortable operating with a high degree of ownership. You don't wait for candidates to come to you or for hiring managers to tell you what to do next.
• You're organized and consistent in how you manage searches, communicate with stakeholders, and maintain recruiting data and workflows.
• Strong communicator who builds trust with candidates and hiring managers while maintaining a positive, professional candidate experience.
• Comfortable using an ATS and recruiting tools to manage workflows, track performance, and support data-informed hiring decisions. Greenhouse experience is a plus.

Nice to Have

• Direct recruiting experience within renewable energy, utility-scale solar, battery energy storage systems (BESS), transmission, high-voltage infrastructure, or power delivery.
• Experience recruiting construction management professionals, project managers, superintendents, safety leaders, commissioning professionals, or other senior technical and field-based talent.
• Agency or staffing experience with a demonstrated ability to build talent pipelines, develop candidate relationships, and deliver results in competitive markets.
• Experience recruiting across multiple states or supporting geographically dispersed teams and project-based workforces.
• Familiarity with industry-specific compensation structures, travel requirements, per diem, project assignments, and other considerations that influence candidate decisions.
• Experience coaching hiring managers and implementing structured recruiting processes within a growing organization.
• Comfortable using an ATS and recruiting tools to manage workflows, track performance, and support data-informed hiring decisions. Greenhouse experience is a plus.
• Why AKS?
• Meaningful Growth: Whether you're just starting out or looking to advance, we offer hands-on training, mentorship, and clear paths for professional development so you can grow with purpose.
• Real Collaboration: Join a team that brings diverse perspectives together to solve complex challenges with creativity, curiosity, and a shared commitment to quality.
• Respect for Your Time: We value work-life balance and offer generous PTO and a supportive environment that helps you manage both personal and professional responsibilities.
• Benefits That Care: You’ll have access to health coverage that supports your total well-being, plus a 401(k) match, paid holidays, and more resources to help you thrive.
• Weekly Team Lunches: Take a break and recharge with your teammates, we believe food brings people together.
• Culture That Connects: We invest in experiences that build strong teams and strong communities.
• A Place People Love to Work: We’ve been named one of the Top Workplaces year after year.
• Join us and be part of a team that values your contributions, celebrates initiative, and is committed to doing things the right way for our employees, clients, and communities.

Why AKS?

Responsibilities

• Own full-cycle recruiting for the Power Division across energy, power, utilities, renewable energy, construction, and related A/E/C markets, with a focus on experienced and hard-to-find talent.
• Manage searches from intake through offer acceptance, including role definition, sourcing strategy, candidate assessment, interview coordination, offer development, negotiation, and closing.
• Partner with hiring managers and business leaders to understand project demands, business objectives, team structure, and the technical requirements of each role.
• Build targeted sourcing strategies and talent pipelines to identify and engage qualified professionals, including passive candidates who may not be actively looking for new opportunities.
• Serve as a recruiting consultant to hiring managers, providing market intelligence, compensation insights, candidate feedback, and guidance on hiring strategy.
• Coach and train hiring managers on effective interviewing, candidate evaluation, timely decision-making, and closing competitive candidates.
• Lead offer strategy and negotiations, balancing candidate expectations, market conditions, internal equity, and business needs to secure top talent.
• Develop a strong understanding of the industries, roles, and talent markets the Power Division serves, including the business dynamics that influence hiring, compensation, candidate availability, and project staffing.
• Build relationships with candidates and industry professionals to develop long-term talent networks that support both immediate hiring needs and future growth.
• Maintain consistent recruiting processes, accurate ATS data, and clear communication with hiring managers and candidates throughout the hiring lifecycle.
• Monitor recruiting performance, identify bottlenecks, and recommend improvements to increase hiring effectiveness, efficiency, and candidate experience.
• Take ownership of recruiting challenges and work collaboratively with business leaders to find solutions that keep hiring efforts moving forward.