Senior Talent Sourcer - Recruiting

With over 100 years of experience, we are a pillar of stability in the energy infrastructure industry and a leader in innovative energy solutions. Our commitment to leveraging emerging technologies ensures that we remain at the forefront of the Energy-as-a-Service sector.
Our team members have the opportunity to advance their careers in a supportive environment that values continuous learning and development. We embrace innovation and encourage creative problem solving to tackle the energy infrastructure and energy challenges of tomorrow.
Inclusion is at the heart of our culture. We strive to create a workplace where every voice is heard and valued, fostering a collaborative environment where diverse perspectives drive our success.
At ENFRA, stability, innovation, and growth are more than just values—they are the pillars of our continued success.
Overview The Senior Talent Pipeline Recruiter leads strategic sourcing initiatives to identify, engage, and build proactive talent pipelines for critical and future workforce needs. This role combines advanced sourcing techniques, labor market intelligence, and data-driven insights to inform recruiting strategies and improve hiring outcomes. Partnering closely with Talent Acquisition Partners and hiring leaders, the Senior Talent Pipeline Recruiter provides guidance on talent availability, competitive hiring landscapes, and candidate expectations. Through targeted outreach, relationship-building with passive candidates, and continuous evaluation of sourcing performance, this role strengthens the organization’s ability to attract top talent.This role will also be responsible for deploying full cycle recruitment efforts at times to fill high-priority, hard-to, fill, or business critical roles.
Responsibilities Build, maintain, and continuously nurture proactive talent pipelines for critical, recurring, and future workforce needs across the organization through strategic research, targeted outreach, talent community development, and relationship management with passive candidates.
Identify, research, and engage potential candidates using advanced sourcing techniques including Boolean and X-ray searches, professional networks (e.g., LinkedIn, Indeed), job boards, social media platforms, referrals, and other digital sourcing tools.
Analyze labor market trends, competitor insights, and candidate expectations to inform recruiting strategies and influence hiring decisions.
Act as a strategic partner to Corporate Recruiters and hiring leaders by advising on talent availability, competitive landscapes, and potential attraction challenges.
Leverage data, market insights, and campaign performance metrics to continuously refine sourcing strategies, monitor sourcing effectiveness, and improve hiring outcomes.
Partner closely with the Talent Acquisition team to support recruiting efforts by developing qualified candidate pipelines, coordinating candidate outreach, and assisting with interview scheduling, job postings, and other recruiting activities as needed.
Maintain and manage sourcing databases and talent communities to ensure accurate tracking of candidate engagement and readiness for future hiring needs.
Re-engage past applicants and passive candidates regarding new opportunities, referral programs, and talent community initiatives
SWAT Recruiting
Own full-cycle recruiting for assigned SWAT roles, from intake through offer acceptance.
Partner closely with hiring managers to clarify role priorities, timelines and success profiles.
Drive speed without sacrificing quality or candidate experience.
Act as a trusted advisor during critical searches, providing market insights, compensation guidance, and risk assessment.
Serve as a flexible resource that can shift focus based on business demand.
Provide regular updates on pipeline readiness, candidate availability, and market trends.
Maintain accurate and compliant records in the ATS/CRM.
Ensure a high-touch, inclusive, and brand-positive candidate experience at all stages.
Qualifications Required Education, Experience, and Qualifications Bachelor’s Degree in Human Resources, Marketing, or a similar field.
6+ years of work experience in talent sourcing, corporate recruiting, or a related HR function.
Proven ability to build and maintain talent pipelines for future hiring needs.
Ability to shift priorities quickly and remain effective in fast-changing environments.
Experience using ATS and CRM systems to manage pipelines and candidate relationships.
Excellent networking abilities.
Detail-oriented and willing to tackle various ongoing projects in a fast-paced environment.
Travel Requirements 25% of time will be spent traveling to job site(s)/office location.
Physical Activities Remaining in a stationary position, often standing or sitting for prolonged periods
ENFRA is proud to be an Equal Opportunity Employer of Minorities, Women, Protected Veterans, and Individuals with Disabilities, and participates in the e-Verify program. All qualified applicants will receive consideration for employment without regard to race, creed, color, religion, sex, age, sexual orientation, gender identity, national origin, veteran status, disability, or any other classification protected by law.

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