DCOMM
Overview
Head of Talent Acquisition & Employee Experience
is a high-impact leadership role responsible for driving DCOMM’s recruiting, retention, and workforce development strategies across all regions and service lines, including Construction Services, Field Services, Technical Services, and Corporate Operations. Operating in a fast-paced environment with aggressive growth targets, this role is accountable for building scalable talent systems, creating consistent hiring practices, and ensuring the company has the workforce it needs to meet operational demands. Responsibilities
Talent Sourcing and Acquisition: Lead all recruiting and talent acquisition activities across the company, covering Corporate Operations, Construction Services, Field Services, and Technical Services. Ensure alignment with operational needs, hiring goals, and workforce planning across all regions. Team Oversight & Development: Directly manage the Talent & Retention Specialist and oversee recruiting activity through third-party vendors or regional hiring managers. Set clear performance expectations and promote consistency across all candidate experiences. Vendor & Staffing Partner Management: Establish and maintain relationships with external staffing firms, recruiting consultants, and workforce development partners. Evaluate vendor performance, manage contracts, and ensure accountability on delivery, compliance, and cost-effectiveness. Workforce Planning & Collaboration: Partner with Operations Leadership and local leadership to understand headcount plans, project-driven needs, and regional talent gaps. Convert insights into actionable recruiting plans with measurable targets. Process Ownership & Compliance: Ensure recruiting, onboarding, and subcontractor vetting processes comply with laws and internal policies. Support interview compliance and train internal teams on consistent and legal interview practices. Subcontractor Sourcing & Coordination: Lead subcontractor identification and hiring initiatives in coordination with Operations, Safety, and Risk Management. Track onboarding metrics, documentation status, and compliance using standardized processes. Recruiting Technology & Data Management: Own the Paylocity ATS process company-wide. Ensure data accuracy, drive full utilization, and extract insights to support decision-making and continuous improvement. Employer Branding & Talent Marketing: Develop recruiting collateral, advertising strategies, and event presence to position DCOMM as an employer of choice. Partner with marketing and field operations to create local campaigns and market strategies for each operation. Online Reputation Management: Monitor DCOMM’s presence on job boards, review sites, and social platforms. Respond to candidate reviews when appropriate and collaborate with internal teams to strengthen employer perception online. Early Employment Engagement & Retention: Design and implement first-90-day engagement strategies to support and retain new hires and subcontractors. Conduct check-ins and stay interviews to identify improvement areas and develop retention programs. Interview Management & Candidate Evaluation: Conduct interviews and participate in panels to evaluate candidate fit across departments and locations, ensuring compliant and consistent decision-making. Performance Metrics & Reporting: Define and monitor KPIs across sourcing and retention, including Time-to-Fill, Interview Attendance Rate, ATS Utilization, 90-Day Retention, Hiring Manager Satisfaction, Subcontractor Onboarding Timeliness, Cost-per-Hire, Turnover by Role or Region, and Field Presence & Hiring Events. Recruiting Budget & Financial Oversight: Manage recruiting budget and vendor expenses; track cost-per-hire and ROI to optimize spending. New Hire Training Collaboration: Support development and refinement of onboarding and early training programs to improve retention and engagement. Cross-Functional Project Leadership: Collaborate with HR, Safety, Risk, and Operations on initiatives supporting headcount forecasting, onboarding improvements, and retention programs. All Other Duties as Assigned: Perform additional tasks as directed to support business needs. Qualifications & What We’re Looking For
Recruitment & Talent Strategy Experience: 5+ years in recruitment, talent acquisition, or people operations with success in full-cycle recruiting, vendor relationships, and team oversight. Experience in fast-paced, high-volume environments—preferably in telecommunications, construction, or skilled trades. Leadership & Team Development: Ability to lead, coach, and mentor recruiting teams and cross-functional partners; capable of building a high-performance culture focused on results. Retention & Employee Experience Focus: Strong understanding of the employee lifecycle and experience initiatives; experience developing retention strategies and onboarding improvements is a plus. Financial Acumen: Experience managing recruiting budgets, advertising spend, and subcontractor costs; ability to evaluate cost-per-hire and vendor effectiveness. Performance Accountability: Track record of improving outcomes against metrics such as Time-to-Fill, ATS utilization, 90-day retention, and turnover; able to drive process improvements. Subcontractor Recruiting & Vendor Management: Experience sourcing subcontractor talent, vendor pipelines, contract negotiation, and ensuring compliance. Communication & Influence: Strong verbal and written communication; ability to engage across all levels of the organization. Talent Branding & Advertising Strategy: Experience with recruitment-focused campaigns and employer branding across platforms (LinkedIn, Indeed, etc.). Technology & Tools Proficiency: Knowledge of ATS (Paylocity or equivalent) and standard software tools for reporting. Brand Advocacy & Candidate Experience: Focused on employer branding and consistent candidate messaging. Creativity, Initiative & Change Leadership: Proactive problem-solver with ability to drive local market strategies and process modernization. Onboarding Strategy & Internal Mobility: Ability to standardize onboarding and promote internal career progression. Adaptability: Comfortable with travel, shifting priorities, and multiple concurrent projects. Education: Bachelor’s degree in HR, Business, Communications, or related field preferred but not required. Equivalent work experience considered. Location & Travel
Primary Work Location: Based at the company’s designated office; requires coordination with field teams and regional operations. Travel: Regular to frequent travel for hiring events, market initiatives, meetings with subcontractors, and local operations leadership. Lodging: Lodging provided for overnight travel per travel policy. Per Diem for Meals: Per diem provided for meals during approved travel. Employee Benefits
Competitive Wages, Paid Training, Health Insurance, PTO, Uniforms, Vehicle/Stipend based on travel, Technology tools, Retention Bonus, Career Opportunities. Commitment to Equal Opportunity
DCOMM is an Equal Opportunity Employer.
We are committed to fostering an inclusive and equitable workplace and do not discriminate based on protected characteristics as defined by law.
#J-18808-Ljbffr
Head of Talent Acquisition & Employee Experience
is a high-impact leadership role responsible for driving DCOMM’s recruiting, retention, and workforce development strategies across all regions and service lines, including Construction Services, Field Services, Technical Services, and Corporate Operations. Operating in a fast-paced environment with aggressive growth targets, this role is accountable for building scalable talent systems, creating consistent hiring practices, and ensuring the company has the workforce it needs to meet operational demands. Responsibilities
Talent Sourcing and Acquisition: Lead all recruiting and talent acquisition activities across the company, covering Corporate Operations, Construction Services, Field Services, and Technical Services. Ensure alignment with operational needs, hiring goals, and workforce planning across all regions. Team Oversight & Development: Directly manage the Talent & Retention Specialist and oversee recruiting activity through third-party vendors or regional hiring managers. Set clear performance expectations and promote consistency across all candidate experiences. Vendor & Staffing Partner Management: Establish and maintain relationships with external staffing firms, recruiting consultants, and workforce development partners. Evaluate vendor performance, manage contracts, and ensure accountability on delivery, compliance, and cost-effectiveness. Workforce Planning & Collaboration: Partner with Operations Leadership and local leadership to understand headcount plans, project-driven needs, and regional talent gaps. Convert insights into actionable recruiting plans with measurable targets. Process Ownership & Compliance: Ensure recruiting, onboarding, and subcontractor vetting processes comply with laws and internal policies. Support interview compliance and train internal teams on consistent and legal interview practices. Subcontractor Sourcing & Coordination: Lead subcontractor identification and hiring initiatives in coordination with Operations, Safety, and Risk Management. Track onboarding metrics, documentation status, and compliance using standardized processes. Recruiting Technology & Data Management: Own the Paylocity ATS process company-wide. Ensure data accuracy, drive full utilization, and extract insights to support decision-making and continuous improvement. Employer Branding & Talent Marketing: Develop recruiting collateral, advertising strategies, and event presence to position DCOMM as an employer of choice. Partner with marketing and field operations to create local campaigns and market strategies for each operation. Online Reputation Management: Monitor DCOMM’s presence on job boards, review sites, and social platforms. Respond to candidate reviews when appropriate and collaborate with internal teams to strengthen employer perception online. Early Employment Engagement & Retention: Design and implement first-90-day engagement strategies to support and retain new hires and subcontractors. Conduct check-ins and stay interviews to identify improvement areas and develop retention programs. Interview Management & Candidate Evaluation: Conduct interviews and participate in panels to evaluate candidate fit across departments and locations, ensuring compliant and consistent decision-making. Performance Metrics & Reporting: Define and monitor KPIs across sourcing and retention, including Time-to-Fill, Interview Attendance Rate, ATS Utilization, 90-Day Retention, Hiring Manager Satisfaction, Subcontractor Onboarding Timeliness, Cost-per-Hire, Turnover by Role or Region, and Field Presence & Hiring Events. Recruiting Budget & Financial Oversight: Manage recruiting budget and vendor expenses; track cost-per-hire and ROI to optimize spending. New Hire Training Collaboration: Support development and refinement of onboarding and early training programs to improve retention and engagement. Cross-Functional Project Leadership: Collaborate with HR, Safety, Risk, and Operations on initiatives supporting headcount forecasting, onboarding improvements, and retention programs. All Other Duties as Assigned: Perform additional tasks as directed to support business needs. Qualifications & What We’re Looking For
Recruitment & Talent Strategy Experience: 5+ years in recruitment, talent acquisition, or people operations with success in full-cycle recruiting, vendor relationships, and team oversight. Experience in fast-paced, high-volume environments—preferably in telecommunications, construction, or skilled trades. Leadership & Team Development: Ability to lead, coach, and mentor recruiting teams and cross-functional partners; capable of building a high-performance culture focused on results. Retention & Employee Experience Focus: Strong understanding of the employee lifecycle and experience initiatives; experience developing retention strategies and onboarding improvements is a plus. Financial Acumen: Experience managing recruiting budgets, advertising spend, and subcontractor costs; ability to evaluate cost-per-hire and vendor effectiveness. Performance Accountability: Track record of improving outcomes against metrics such as Time-to-Fill, ATS utilization, 90-day retention, and turnover; able to drive process improvements. Subcontractor Recruiting & Vendor Management: Experience sourcing subcontractor talent, vendor pipelines, contract negotiation, and ensuring compliance. Communication & Influence: Strong verbal and written communication; ability to engage across all levels of the organization. Talent Branding & Advertising Strategy: Experience with recruitment-focused campaigns and employer branding across platforms (LinkedIn, Indeed, etc.). Technology & Tools Proficiency: Knowledge of ATS (Paylocity or equivalent) and standard software tools for reporting. Brand Advocacy & Candidate Experience: Focused on employer branding and consistent candidate messaging. Creativity, Initiative & Change Leadership: Proactive problem-solver with ability to drive local market strategies and process modernization. Onboarding Strategy & Internal Mobility: Ability to standardize onboarding and promote internal career progression. Adaptability: Comfortable with travel, shifting priorities, and multiple concurrent projects. Education: Bachelor’s degree in HR, Business, Communications, or related field preferred but not required. Equivalent work experience considered. Location & Travel
Primary Work Location: Based at the company’s designated office; requires coordination with field teams and regional operations. Travel: Regular to frequent travel for hiring events, market initiatives, meetings with subcontractors, and local operations leadership. Lodging: Lodging provided for overnight travel per travel policy. Per Diem for Meals: Per diem provided for meals during approved travel. Employee Benefits
Competitive Wages, Paid Training, Health Insurance, PTO, Uniforms, Vehicle/Stipend based on travel, Technology tools, Retention Bonus, Career Opportunities. Commitment to Equal Opportunity
DCOMM is an Equal Opportunity Employer.
We are committed to fostering an inclusive and equitable workplace and do not discriminate based on protected characteristics as defined by law.
#J-18808-Ljbffr