Talent Growth Lead

Talent Growth Lead (LinkedIn, Content & Recruiting) – Hybrid, Northern Colorado

Not sure what skills you will need for this opportunity Simply read the full description below to get a complete picture of candidate requirements.

I'm Scott Zurn, P.E., founder & CEO of Level Engineering & Architecture. This is one of the most unique roles at Level, and one of the most important. I'm looking for someone who can get engineers' attention, start real conversations, and bring them into our collaboration.

Level Engineering & Architecture is a national network of independent engineers and architects serving homeowners, contractors, building owners and local governments across civil, structural, MEP and forensic engineering and architecture. We're big enough to have real stories to tell and small enough that your work shows up in the numbers.

You're part content creator, part salesperson, part recruiter. You'll grow our presence on LinkedIn, run our new community, and build a pipeline of qualified civil & structural engineers who want something better than the traditional firm model. You'll work directly with the owner, and you'll be measured on one thing above all: results.

If you love the challenge of generating conversations and closing, and you know how to get attention on LinkedIn, keep reading.

The title only tells you part of the story, so here's what the job actually is.

What this job actually is

The role has four buckets. You'll have work moving in all four at once, every week.

1. Get attention.

My LinkedIn is our biggest recruiting channel. One post on why engineers are leaving the profession reached 200,000+ people. You'll keep that momentum going: drafting posts in my voice, commenting, engaging, and helping with our content. You'll also build your own presence as someone engineers want to talk to.

1. Start conversations, build and manage the pipeline.

Attention only matters if it turns into conversations. You'll reach out, follow up, manage the pipeline and keep talking with engineers until they're ready. You'll source on LinkedIn and Indeed, qualify and screen candidates, and put the right ones on my calendar.

1. Run the community.

We've recently launched a community for civil and structural engineers who want to get better at the parts of this job nobody trains you for. You'll run it day to day: growing membership, organizing monthly live calls with me, keeping conversations going, and making sure members get real value.

1. Build the systems.

You build and run the funnels, automations and nurture sequences that keep every conversation moving without manual chasing. You'll work with contractors to help optimize it. When you're done, I should be able to see the full pipeline at a glance, from first touch to signed offer.

How we'll work together

You report to me, and we'll talk often. I'm the face of this work: you'll interview me, pull stories and ideas out of my head, draft in my voice, and bring it back for my approval before it goes live. On recruiting, you'll get candidates to the point where my time with them is well spent.

This is a hybrid role. Our HQ is in Northern Colorado, and I'd like you in the office with the team 2-3 days a week.

Outside of that approval, the calls are yours. You can change the content plan when something isn't working. You choose the tools. I also expect you to push back. If I'm asking for something that won't bring in the right people, tell me.

What this role is not

• Not a social media posting job. Posting is maybe 5% of it.
• Not a coordinator role where someone hands you a task list each morning.
• Not a traditional HR recruiting job. You won't wait for applications to come in. You'll go find people.
• You don't need to be an engineer. You need to be curious enough to understand what engineers want from their careers and speak their language.

What success looks like

You'll be measured on results, not activity. The numbers we track:

• Conversations started with engineers each week
• Qualified engineer candidates per month
• Calls booked with me, and how many convert to hires
• Time from first contact to hire
• LinkedIn reach, followers and engagement
• Community membership, engagement and retention
• Systems built, running and improving

You're a great fit if

• You love starting conversations. A "no" or no reply doesn't slow you down.
• You're competitive, and you care more about the number moving than about how busy you look.
• You know how to get attention on LinkedIn: hooks, comments, DMs and showing up consistently.
• People open up to you. Candidates and community members trust you quickly.
• You can bring the energy to a Zoom call and a virtual community.
• You write well, and you can capture someone else's voice.
• You can run ten projects at once and nothing falls through the cracks, because you have a system for it.
• You like working directly with a founder, including the fast pivots and strong opinions.
• You already use AI in your daily work, and you can show me what you've built or sped up with it.

You'll need

• 3+ years in sales, recruiting, business development or social media, with a track record of hitting targets
• Proof you can generate attention on LinkedIn, on your own profile or one you've managed
• Experience sourcing, qualifying and screening candidates or prospects, using tools like LinkedIn and Indeed
• Comfort with GoHighLevel (or a similar CRM)
• Experience tracking your numbers and making decisions from the data
• Authorization to work in the U.S. without sponsorship

Nice to have: Recruiting technical or licensed professionals. Running an online community (Skool, Circle or similar). Podcast production or co-hosting.

What you get

This role starts as a contract with a clear path to a full-time, salaried position. We both get to see if it's the right fit with real work, not just interviews.

• $25-35/hour, about 20-30 hours a week (1099 contract)
• A defined review at 120 days, with the goals for converting to full-time agreed up front
• Hybrid: in the office with the team in Northern Colorado [2–3] days a week, remote the rest
• Real ownership and autonomy from day one (you'll learn and grow quickly)
• A small, agile team doing something different in the industry

Why Level

I'm Scott Zurn, PE, a civil engineer turned founder. Before Level, I spent decades in the trenches of public and private infrastructure. I managed hundreds of millions of dollars in federal grants and NEPA-funded projects, earned recognition like ENR's Best Project Award and ITE's Transportation Professional of the Year, and became licensed in 14 states.

Along the way, I watched talented engineers and architects get trapped in a broken system: rigid hierarchies, capped pay and little autonomy. Mentorship disappeared as experienced professionals retired. Young designers left before they could hit their stride, and AI and offshoring started to erode the local expertise our communities depend on. So in 2015, I started Level to build something better.

Today, Level is a national network of independent engineers and architects across civil, structural and forensic engineering and architecture. Our professionals own their careers, with real mentorship and a back office that handles the tedious parts of running a business. We've served 25,000+ clients, from homeowners to local governments, and earned thousands of five-star reviews.

Independent design professionals, with the right support, will reshape the industry. We're a decade into proving it works.

How to stand out

If you made it this far and want to show me you're SERIOUS about applying, separate yourself from those who aren't by completing our short video interview after you apply:

It's 5 questions, about 2 minutes each. It's mobile-friendly, with no login or downloads required. Please complete it within 48 hours of applying.

I watch every video myself. It's the single best way to stand out, and it tells me who's serious. xhyhwjd Applications without work samples and a completed video won't be considered.

Scott Zurn, P.E. Founder & CEO, Level Engineering & Architecture