Principal Recruiter

The Principal Recruiter is a senior individual contributor responsible for owning hiring outcomes and talent strategy across a designated business unit. This role partners directly with Regional Directors and Sr HRBPs, providing consultative guidance on workforce planning, hiring strategy, and talent market dynamics.

Operating with an executive search mindset, the Principal Recruiter delivers high quality, curated candidate slates and influences hiring decisions through data driven insights and structured assessments. The role requires strong technical and operational understanding of the business, enabling effective talent evaluation and ongoing upskilling of the recruiting team.

This role offers a high degree of autonomy and ownership, with accountability for business unit hiring outcomes, pipeline health, and overall recruiting performance. The Principal Recruiter is empowered to shape strategy, influence senior stakeholders, and drive meaningful improvements in how hiring is executed across the business.

This is a high impact role for a recruiter who wants to operate as a true business partner and drive outcomes at scale.

Key Responsibilities

• Each Principal Recruiter will be aligned to abusiness unit

• Act as the primary recruiting partner toRegional Directors and Sr HRBPs

• Own business unit hiring strategy, workforceplanning alignment, and execution

• Provide market insights, hiring trends, andstrategic recommendations to leadership

• Lead staffing reporting in weekly and monthlybusiness reviews

Executive Search and Advisory

• Operate with an executive search mindset forleadership and critical roles, prioritizing quality over volume

• Build and present curated candidate slateswith structured assessments and clear hiring recommendations

• Partner with Regional Directors and Sr HRBPsto define success profiles and calibrate hiring decisions

• Provide consultative guidance on talentavailability, compensation positioning, and competitive landscape

• Elevate candidate presentation standards bydelivering insight driven profiles rather than resume forwarding

Technical Acumen and Capability Building

• Develop deep understanding of business unitoperations, including building infrastructure, equipment types, and maintenanceworkflows

• Build working knowledge of systems such asrobotics, conveyor systems, controls, and automation equipment relevant to eachbusiness unit

• Translate technical and operational conceptsinto clear recruiting strategies and candidate profiles

• Act as a subject matter expert for assignedbusiness unit, elevating the team’s understanding of roles, environments, andskill requirements

• Design and deliver training sessions,enablement materials, and ongoing coaching to upskill recruiters on technicalknowledge and role requirements

• Lead regular presentations to recruitingteams and business stakeholders on market insights, technical trends, andhiring strategy

Recruiting & Data Reporting

• Manage a reduced requisition load focused onhigh priority, complex, and high throughput sites

• Support critical, hard to fill, andleadership level roles

• Drive consistency and quality across hiringprocesses, including interview and selection standards

• Own business unit reporting includingstaffing levels, pipeline health, time to fill, and offer conversion

• Translate data into actionable insights todrive performance and decision making

• Identify risks early and implement correctiveactions

Operational Excellence & Team Development and Leadership

• Coach and mentor recruiters to improvestakeholder management, technical fluency, and recruiting effectiveness

• Raise the bar on candidate quality, processdiscipline, and overall team performance

• Partner with recruiting managers to driveaccountability and continuous improvement

• Operational Excellence

• Standardize recruiting processes and ensurealignment with recruiting and business expectations

• Partner with internal teams includingCandidate Care, People team, and Operations to remove bottlenecks

• Support hiring events, launches, and surgehiring needs as required

Basic Qualifications

• Minimum 7+ years of full cycle recruitingexperience

• Experience supporting high volume and/ortechnical hiring environments

• Strong stakeholder management experience withsenior business leaders

Preferred Qualifications

• Experience within executive search, agencyrecruiting or retained search environment with a focus on consultative hiringsupport

• Experience supporting engineering,maintenance, or automation related roles

• Strong ability to learn and translatetechnical concepts into hiring strategies

• Experience building training materials orenabling teams

• Strong analytical skills with experience withrecruiting dashboards and data tools

• Experience mentoring or leading recruiters

Travel Requirement

• This role requires minimum 25% travel tosupport business unit alignment, site engagement, hiring events, andstakeholder partnership

Success Profile

• Proven ability to elevate team capability anddrive measurable improvements

• Strategic thinker with strong business andoperational acumen

• Ability to quickly build credibility intechnical environments

• High ownership and accountability for results

• Strong communication skills with the abilityto present to senior stakeholders

CBRE carefully considers multiple factors to determine compensation, including a candidate’s education, training, and experience. The minimum salary for the HSE Specialist position is $100,000.00 annually and the maximum salary for the HSE Specialist position is $115,000.00 annually. The compensation that is offered to a successful candidate will depend on the candidate’s skills, qualifications, and experience.

Equal Employment Opportunity: CBRE is an equal opportunity employer that values diversity. We have a long-standing commitment to providing equal employment opportunity to all qualified applicants regardless of race, color, religion, national origin, sex, sexual orientation, gender identity, pregnancy, age, citizenship, marital status, disability, veteran status, political belief, or any other basis protected by applicable law.

Candidate Accommodations: CBRE values the differences of all current and prospective employees and recognizes how every employee contributes to our company’s success. CBRE provides reasonable accommodations in job application procedures for individuals with disabilities. If you require assistance due to a disability in the application or recruitment process, please submit a request via email at View email address on click.appcast.io or via telephone at View phone number on click.appcast.io (U.S.) and View phone number on click.appcast.io (Canada).

CBRE, Inc. is an Equal Opportunity and Affirmative Action Employer (Women/Minorities/Persons with Disabilities/US Veterans)