Corporate Functions Recruiter

GeoStabilization International (GSI), Access Limited, and RoadGuard together form a leading infrastructure solutions platform dedicated to protecting people and strengthening critical infrastructure across North America and New Zealand. 

GSI is the premier geohazard mitigation firm specializing in emergency slope stabilization, landslide repair, grouting, and micropiles through innovative design-build delivery. Access Limited brings over a century of steep-slope expertise and operates North America’s largest fleet of spider excavators, delivering complex rockfall and geotechnical solutions in the most challenging environments. RoadGuard, founded in 2024, unites industry-leading roadway safety companies providing guardrail, bridge railing, highway signage, fencing, and specialty fabrication services.

Across all our businesses, we are driven by innovation, extreme ownership, technical excellence, and a relentless commitment to measurable results that improve safety and infrastructure resilience. 

What Will You Do?

As a Corporate Recruiter, you are the primary talent acquisition partner for our corporate functions, with a focus on accounting and finance. Your mandate goes beyond filling seats — you are responsible for raising the talent density of our corporate team by identifying and closing candidates with the intellectual horsepower, resilience, and growth trajectory to scale into future Director and VP-level leaders.

You will own full-cycle recruiting, build trusted relationships with department heads and executives, and combine active and passive sourcing strategies to win top-tier talent in a competitive market, while staying flexible to support operations hiring as the business evolves.

This hybrid role is based out of our Westminster, CO headquarters, with three days in the office: Tuesday, Wednesday, and Thursday.

Responsibilities

How Will You Influence Success?

Strategy:

• Partner directly with C-suite, VP, and Director-level leaders to understand critical talent needs, cultural requirements, and long-term strategic objectives


• Apply a continuous improvement mindset to track progress toward recruiting KPIs (time to fill, quality of hire, diversity metrics), and refine your approach based on outcomes — not activity


• Partner effectively with HR Partners to ensure recruiting activity produces results within the policy, regulatory, and other frameworks critical to success


• Create a scalable, high-touch candidate experience that reflects GSI's commitment to extreme ownership and mission-driven engineering


• Develop strong relationships with accounting associations and university placement centers to build a pipeline of future leaders, not just current fits

Sourcing:

• Build and leverage a sourcing strategy using LinkedIn Recruiter, ZoomInfo, Indeed, and other platforms to identify active and passive candidates who demonstrate measurable results and sound strategic judgment, not just tenure


• Collaborate with hiring managers on job requisitions, ensuring clear position specifications and targeted sourcing strategies for finance and accounting roles


• Manage inbound applicants promptly and proactively source passive candidates through LinkedIn Recruiter, specialized finance job boards, and targeted outreach


• Build and maintain talent pools of qualified finance and accounting professionals for current and anticipated future needs


• Maintain comprehensive, well-reasoned candidate notes in Greenhouse (ATS) covering qualifications, experience, and cultural and leadership fit

Interviewing & Selection:

• Screen candidates for technical competence, cultural alignment, and long-term leadership potential against GSI's competency model — the goal is excellence, not adequacy


• Make well-reasoned recommendations to hiring teams on candidate strengths, potential gaps, and areas warranting deeper assessment


• Serve as a professional and trustworthy representative of GSI; manage all candidate communications transparently and respectfully


• Coordinate interviews and facilitate a streamlined, rigorous selection process that balances efficiency with thorough evaluation

Offer & Onboarding:

• Ensure competitive, market-aligned offers that balance internal equity with candidate expectations


• Maintain candidate engagement throughout onboarding and coordinate with HR to ensure a smooth transition


• Monitor early performance and retention to validate quality-of-hire outcomes

Flexibility & Continuous Learning:

• Develop working knowledge across corporate functions (HR, Legal, Operations, Project Management) and be prepared to support recruiting needs in these areas as the business scales


• Seek feedback from leadership and team members; embrace opportunities to expand your recruiting expertise and grow within the organization

Qualifications

What Factors Likely Determine Your Success?

• Bachelor's degree required, or equivalent combination of education and recruiting experience


• 2–4 years of professional recruiting experience with a demonstrated track record in finance, accounting, and other corporate functions in a corporate or agency recruiting environment. 


• Can track and discuss results delivered, not just activity logged


• Proven expertise in full-cycle recruiting: intake, sourcing, screening, interview coordination, offer management, and closing


• Strong understanding of finance and accounting competencies (GAAP, financial reporting, internal controls, accounting systems, etc.)


• A track record of building trusted, high-impact relationships with hiring managers, executive leaders, and candidates alike


• Proficiency with Applicant Tracking Systems (Greenhouse or similar), LinkedIn Recruiter, and other recruiting technology platforms


• A data-driven mindset with the discipline to track and optimize recruiting metrics (time to fill, quality of hire, diversity, etc.)


• Strong communication and interpersonal skills; comfort operating credibly at every level of the organization, including the C-suite


• Intellectual curiosity and adaptability — a genuine desire to learn GSI's business and industry, and to evolve your recruiting focus as the company grows


• Resilient and adaptive: can manage volume swings, help on projects, move to other types of recruiting when the team is busy

Preferred Qualifications:

• Familiarity with construction or professional services industry recruiting


• Experience leveraging AI tools for research, sourcing, and other TA activities


• Experience with high-growth companies and M&A activity


• Background in HR, compliance, or corporate operations recruiting in addition to finance/accounting


• Experience with employment branding and social media recruiting strategies


• A demonstrated record of increasing recruiter efficiency through process improvement or technology adoption


• Intellectually Curious: You ask why processes exist, spot inefficiencies, and propose improvements. You embrace our Continuous Improvement roadmap.