Senior Technical Recruiter, Building Controls

Job Description

Job Description

About Mantis

We help organizations improve how their buildings perform by bringing together energy, facility operations, and sustainability into one connected approach. At Mantis, our teams work across the full lifecycle of a facility—from planning and design to field execution and long-term asset management—across commercial and industrial portfolios, data centers, and complex mechanical systems.

Our work spans four core areas: Building Controls, Energy Efficiency, Energy Advisory, and Facility Management—covering HVAC/mechanical optimization, BMS/BAS and EPMS controls, lighting system upgrades, energy brokerage, roofing and building envelope assessments, construction management, and more.

Whether you’re in sales, engineering, construction/project management, field operations, corporate, or technology, you’ll play a role in delivering these solutions and helping clients improve facility performance.

SUMMARY

The Senior Technical Recruiter’s mission is to fill hard-to-hire roles across BMS/BAS/EPMS, controls, HVAC, electrical, and related technical fields. This person will actively source candidates, partner closely with hiring managers, and keep pipelines moving with clear next steps. The Senior Recruiter will help the team reduce cost per hire, increase team hiring speed, and maintain consistent talent quality.

OUTCOMES (SCORECARD FOR SUCCESS)

1. Generate consistent qualified candidate flow for assigned Building Controls roles, with a minimum of 3-5 qualified candidates submitted per open role within the first 10 business days of Intake, sustained through proactive sourcing, referrals, and targeted outreach.
2. Maintain recruiting velocity by ensuring 95%+ of active candidates have a documented next step, decision, or blocker in Lever within 48-72 hours of meaningful activity, and by driving interview scheduling and feedback turnaround within 48 hours.
3. Maintain high-quality recruiting data and pipeline visibility by ensuring 100% of candidates have accurate source, ownership, status, disposition, and next steps always documented in Lever.
4. Achieve time-to-fill average rate of 42 calendar days or less.
5. Maintain Hiring Success Rate of 90%+ for candidates 12-months post hire.

RESPONSIBILITIES

• Lead full-cycle recruiting for assigned Building Controls roles from intake through offer, including sourcing, screening, candidate management, hiring-manager coordination, interview execution, and offer-stage handoff.
• Conduct structured meetings with hiring managers to define role requirements, must-have technical skills, target companies, compensation expectations, location and travel needs, interview process, and urgency.
• Build and maintain talent maps for Building Controls roles, including target companies, comparable titles, priority geographies, candidate pools, sourcing channels, and recurring skill sets.
• Execute advanced sourcing strategies using LinkedIn Recruiter, ZoomInfo, referrals, competitor mapping, outreach campaigns, resume databases, and professional networks to generate consistent qualified candidate flow.
• Screen candidates for technical alignment, role fit, compensation expectations, location and travel readiness, availability, communication style, and interest in Mantis.
• Present qualified candidates to hiring managers with clear, structured notes on fit, any risks, compensation expectations, location/travel considerations, and recommended next steps.
• Maintain recruiting velocity by driving timely interview scheduling, feedback collection, and decision-making; escalate delays and remove process blockers to keep candidates moving.
• Deliver a high-touch candidate experience by maintaining consistent communication, setting clear expectations, providing timely updates, and guiding candidates through each stage of the process while maintaining accurate data and next steps in Lever.

MINIMUM QUALIFICATIONS

• Experience recruiting for technical, skilled-trade, field, engineering, construction, operations, or other hard-to-fill roles.
• Demonstrated ability to proactively source and engage candidates.
• Ability to partner with hiring managers to define role requirements and drive candidates through a structured hiring process.
• Experience using an applicant tracking system to manage pipelines, track activity, and maintain accurate recruiting data.
• Strong follow-up discipline with the ability to manage multiple roles and priorities while maintaining urgency, candidate experience, and process consistency.

PREFERRED QUALIFICATIONS

• Experience recruiting for Building Management Systems (BMS), Building Automation Systems (BAS), building or industrial controls, Electrical Power Monitoring Systems (EPMS), controls engineering and installation, or mission-critical/data center environments.
• Demonstrated success sourcing and closing candidates for BAS/BMS technicians, controls engineers, application engineers, project managers, service technicians, construction managers, field service specialists, or similar technical roles.
• Strong proficiency using modern ATS tools (we use Lever) as well as sourcing tools (LinkedIn Recruiter and ZoomInfo).

• Work environment: Work is performed primarily in an office or remote office setting. The role involves frequent use of a computer, phone, and video conferencing tools, as well as applicant tracking systems, sourcing platforms, and other standard business software. The surrounding environment is generally quiet to moderately busy, with regular virtual interaction with candidates, hiring managers, and internal teams.
• Physical requirements: This role requires extended periods of sitting or standing at a desk and working on a computer. Frequent use of hands and fingers for typing and navigating systems is required. The role involves reading and reviewing digital documents, resumes, and data on screens for prolonged periods. Regular communication via phone and video may require speaking and listening for extended durations. Occasional standing, walking, or moving between workspaces may be required.
• Travel requirements: Occasional travel may be required for company meetings, hiring events, or on-site recruiting support. Travel is expected to be infrequent and typically planned.
• Schedule expectations: This role may require flexibility to support candidates and hiring managers across multiple time zones. Work may occasionally extend beyond standard business hours during periods of high hiring demand or urgent recruiting needs.

Note: Employees are held accountable for all duties of this job. This job description is not intended to be an exhaustive list of all duties, responsibilities, or qualifications associated with the position.

What else can we offer you?

We offer a fantastic lineup of benefits, including Medical, Dental, Vision, FSA, HSA, 401k Matching, Paid Vacation, Paid Sick, Paid Holidays, Paid Parental Leave, Paid Short Term & Long Term Disability, Tuition Reimbursement, and a flexible hybrid work schedule (for office-based employees). Working at Mantis also brings tremendous professional development opportunities that allow you to make a real impact on both the company and your career!

Not sure you meet every single requirement?

Studies show that women and individuals from underrepresented groups often hesitate to apply unless they check every box. At Mantis, we’re committed to building an inclusive and equitable team—so if this role excites you, we’d love to hear from you, even if your experience doesn’t match every single qualification.

Mantis Innovation is an equal opportunity employer and 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.

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.