Recruitment Manager

At RES, we’re looking for purpose-driven individuals who are passionate about restoration and sustainability, and who want their work to make a lasting environmental impact. Our team members go above and beyond, bringing initiative, integrity, and a strong work ethic to every project. Collaboration is key—we thrive on teamwork, open communication, and diverse perspectives. In a field that constantly changes, we value those who are resilient, adaptable, and resourceful in the face of challenges. If you're intellectually curious, eager to learn, and ready to help restore ecosystems and protect natural resources, you’ll find your place here.

RES is the nation’s largest dedicated provider of Nature-based Solutions. We restore land and waters, build natural resilience into communities, and stay with our projects until they are thriving. That work requires talented people across science, engineering, construction, land management, operations, and business functions. Finding those people is critical to our continued success.

We are looking for a Recruitment Manager who can strengthen how we find and select that talent while leading and developing our recruiting capability across RES.

This is a player-coach role. You will lead and develop our internal recruiting team and manage our external recruiting resources as an extension of that team. You will improve how recruiting operates across RES while personally managing a portfolio of searches. You will work closely and transparently with our Field HR team, bringing recruiting expertise and talent-market insight to the broader HR partnership with the business.

Why you will love this job

Meaningful work: The people you help bring to RES restore streams, wetlands, forests, and landscapes and deliver projects that improve resilience, water quality, and habitat.

Connected partnership: You will work closely with Field HR and business leaders, bringing recruiting expertise and market insight to a broader partnership focused on business needs.

Opportunity to improve how we work: You will strengthen recruiting operations and candidate experience while improving how we use reporting, assessment tools, and recruiting technology.

Variety: Our hiring needs span multiple regions and levels, with roles across environmental, engineering, construction, project management, sales, and corporate functions.

A day in the life

Recruiting Leadership & Delivery

You are accountable for the overall effectiveness of recruiting while remaining actively engaged in the work. You will lead our internal recruiting team and manage external recruiting resources as an extension of that team. You will set priorities, allocate work, and ensure we have the right capacity and results. You will also manage a portfolio of searches and step into high-priority or difficult searches when needed.

Recruiting Operations & Technology

You will serve as the recruiting systems expert and own how the team uses its applicant tracking system and related technology. Greenhouse is our current ATS, and you will lead the recruiting workstream as RES transitions to Rippling ATS in Q1 2027. You will help design practical workflows that work for recruiters and hiring managers while keeping Field HR and the candidate experience in mind.

Recruiting Intelligence & Business Partnership

You will maintain an open and transparent relationship with Field HR, which holds the broader people partnership with the business. You will proactively share what Recruiting is seeing, including progress, market conditions, hiring-manager issues, and emerging risks. Just as important, you will seek the HRGs’ perspective and knowledge of their businesses. You will ensure Recruiting and Field HR remain connected in supporting regional leaders and hiring managers.

You will use recruiting information to help leaders understand what is happening and what action may be needed. The ATS is a starting point, not the endpoint. You are comfortable taking standard system output into Excel, Word, AI-enabled tools, or other applications to answer business questions, identify trends, and create reporting leaders can use.

Assessment & Hiring Practices

You will strengthen how RES assesses and selects talent through structured interviews and job-related assessment tools. As the Predictive Index (PI) subject-matter expert for recruiting, you will help establish role criteria and provide hiring managers with informed feedback on candidate results. You will be a certified PI practitioner or able to become certified. Over time, you will also help expand PI Inspire as a service to help teams better understand themselves and work together.

You will manage the offer-letter process, using RES’s standard ATS templates for most hires while recognizing when unique circumstances require additional or customized language. You will draft practical language for those situations and coordinate with HR, Legal, Compensation, or other partners when appropriate. You will also oversee pre-employment screening, including background checks and drug screens, and work with Field HR when issues arise.

We would like to talk to you if you have many of the following

• Seven years of progressive recruiting experience, with the last two years’ responsibility for leading people and managing recruiting operations while personally delivering full-cycle searches.
• Experience recruiting across multiple job families and organizational levels. Experience with environmental, engineering, construction, infrastructure, operations, or other field-based organizations is particularly relevant.
• Experience managing recruiting capacity across internal team members and external or fractional recruiting resources, including allocating work and holding partners accountable for results.
• A collaborative and transparent working style, with demonstrated experience working closely with HR partners, sharing information proactively, and keeping recruiting activity connected to broader business and people priorities.
• Strong business judgment and the confidence to work with senior leaders, understand what the business needs, and respectfully challenge assumptions when appropriate.
• Strong sourcing skills and experience developing different approaches for difficult-to-fill or specialized positions.
• Experience developing and using structured selection practices, including interview plans, scorecards, interview kits, or other job-related assessment tools.
• Strong ATS experience, including workflow and requisition management, process administration, reporting, and serving as a recruiting subject-matter expert for the system. You can also take recruiting information beyond standard system reporting and use tools such as Excel, Word, and AI-enabled applications to identify trends and create decision-useful reporting.
• Demonstrated experience improving recruiting operations and the measures that matter, such as recruiter capacity, candidate experience, time to fill, offer acceptance, and source quality.
• Predictive Index practitioner certification or demonstrated ability and willingness to become certified and serve as RES’s internal PI subject-matter expert.

You will thrive in this position if you possess

• A high standard for responsiveness and follow-through, along with a consistent focus on candidate experience and process discipline.
• Curiosity about the RES business and a willingness to understand the work our teams perform so recruiting conversations are informed and credible.
• A willingness to share information, seek input, and involve others rather than operating within functional boundaries, especially with Field HR partners.
• The ability to move comfortably between leading the function and coaching others while still stepping into operational problems or recruiting work when needed.
• Intellectual curiosity and a continuous-improvement mindset. You ask what the data is telling you, question existing processes, and look for a better way to accomplish the objective.

What would make you stand out

• Experience improving a recruiting function during organizational, process, or technology change.
• Experience leading or significantly contributing to an ATS implementation or migration, or to a major workflow redesign. Experience with Rippling is a plus.
• Exceptional written and verbal communication skills. You can translate complex or unique situations into clear, practical language and influence hiring managers and senior leaders.
• Need to work closely with our HR partners and let them know where we are doing well and where we need to improve
• Natural curiosity to learn about the business and the roles you recruit for.
• Strong writing and verbal communication skills
• Be flexible, be personable and partnership with the field

$95,000 - $125,000 USD

Please note that the “Day in the Life” section is not intended to be an exhaustive list of job duties, but rather a representative snapshot of typical responsibilities and work experiences at RES.

RES is an Equal Opportunity Employer and a VEVRAA Federal Contractor. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability status, protected veteran status, or any other characteristic protected by law.

Voluntary Self-Identification

For government reporting purposes, we ask candidates to respond to the below self-identification survey.Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiringprocess or thereafter. Any information that you do provide will be recorded and maintained in aconfidential file.

As set forth in Resource Environmental Solutions LLC’s Equal Employment Opportunity policy,we do not discriminate on the basis of any protected group status under any applicable law.

If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection.As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measurethe effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categoriesis as follows:

A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability.

A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.

An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.

An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.