Construction Recruiter

You start the day with a live board of open field seats: equipment operators, pipe layers, and laborers. Inbound applications are stacking up. People already in the applicant tracking system are waiting on a callback. Your job is to work the phone, run the screens, and put qualified people in front of hiring managers before the crews feel the gap. Some days you walk an active dirt site in boots and PPE, check in with the superintendent, and learn the difference between a finish dozer operator and a rough grade operator. Then you drive back, open the applicant tracking system, and keep the pipeline moving. If that sounds like your kind of work, keep reading. Why Work With Us Southeastern Site Development is a construction company. We exist to prove that when people are valued, they prosper, grow, and build successful careers. That purpose starts with who gets hired, which is why this seat matters. Five values set the standard here, and each one shows up in how you recruit. Own It means a stalled requisition is your problem, even when the delay sits with someone else. You handle it, elevate it, or solve it. You never let it sit. Execute Together means you push back when a hiring manager's bar drifts, and you commit fully once the call is made. You bring constructive energy to every candidate call and every intake conversation. Commit means you walk in ready. You know the openings, you know the candidates on your list, and you know what the field needs before anyone asks. Press On means you keep calling the hard-to-find person after other people have moved on. Every job is hard. You push through with the attitude that keeps the work moving. Iron Sharpens Iron means you learn the trade well enough that superintendents treat you as one of their own. You get sharper every week. Sound like a company you want to show up for? Keep reading. Here's How You'll Measure Your Success You keep open field seats moving. No requisition waits on an empty candidate list, and hiring managers always have people to look at. You hit the company's time-to-fill standard, and the volume and quality of candidates match what the crews need. You reply to every applicant the day the application comes in. Nobody sits waiting, and nobody goes cold because a callback was slow. You keep active candidates engaged through screening and interviews. Interviews get scheduled, confirmed, and reset when a date slips, so nobody falls out of the process over a calendar problem. You only send proven candidates to the hiring manager. People clear the two-part assessment and a short phone screen, and only those who meet the good hire score threshold move forward. You earn credibility with superintendents. When they respect what you know, they send referrals your way and trust the candidates you put in front of them. What You'll Be Responsible For Keep Open Field Seats Filled You work a live board of openings for operators, pipe layers, and laborers. Every inbound application gets worked, and candidates already on file from past openings get a second look before you ever go looking for new names. Once the inbound work is handled, you reach out to trade schools and local community groups to keep names coming in. The goal is simple: no opening sits with an empty list. Reply the Same Day, Every Day When someone applies, they hear back the day it comes in. Follow-up on active candidates happens inside a day so people stay engaged. You schedule interviews, confirm them, and reset them when a date slips. On candidate calls, you listen more than you talk. That is how you learn who you are really dealing with. Run a Real Screen Before the Hiring Manager Gets Involved You run the two-part assessment and a short phone screen. You read the results and understand the nuances behind them, so the people you advance actually fit the seat. Only candidates who meet the good hire score threshold move forward. Hiring managers spend their interview time on people worth interviewing. Learn the Work Well Enough That Superintendents Trust You You walk active dirt sites when it helps the work. You check in with the superintendent on arrival, and you wear boots and PPE like anyone else on site. You learn the equipment and the trade specialties, because behavior and technical nuance decide who fits. A finish dozer operator and a rough grade operator are not the same hire, and you can tell the difference on a phone screen. Qualifications Two or more years of recruiting coordination or high-volume hiring experience, ideally in construction, skilled trades, manufacturing, or logistics. Experience working inbound applications and re-engaging candidates already in an applicant tracking system. Comfort running structured phone screens and reading candidates for both behavior and technical fit. Proficiency in an applicant tracking system for logging candidates, sending assessments, scheduling interviews, and reporting pipeline status. Experience scheduling, confirming, and rescheduling interviews across multiple hiring managers without losing candidates in the process. Ability to learn heavy equipment categories and trade specialties well enough to hold a credible conversation with a superintendent. Same-day responsiveness to applicants and candidates as a working standard, not a stretch goal. Willingness to spend regular time on active construction sites in work boots and required personal protective equipment. Valid driver's license and reliable transportation for local travel to active job sites. On-site, local work only; this seat does not run remote. High school diploma or equivalent required. Compensation and Benefits $22.00 to $26.00 per hour depending on experience. Full benefits package available. If you want the number of people placed to be your scoreboard, and you want superintendents to trust the names you send, this is your seat. #J-18808-Ljbffr Southeastern Site Development, Inc.