Keller Executive Search
VP of Talent Acquisition - Commercial Construction
Keller Executive Search, Dallas, Texas, United States, 75215
VP Of Talent Acquisition
Our client is seeking a hands‑on, data‑driven VP of Talent Acquisition to build and scale a high‑performing recruiting function for a rapidly growing construction business (commercial / EPC focus). This "player‑coach" will own the TA strategy end‑to‑end. Standing up processes, tooling, and dashboards; elevating hiring‑manager accountability; and leading a hybrid team (internal recruiters, RPO and agency partners) to deliver both speed and quality across leadership and field roles.
Key Responsibilities
Architect a scalable TA strategy aligned to aggressive headcount plans across construction disciplines (e.g., Project Management, Superintendents, Estimating, Safety, Scheduling, and other field roles).
Lead and develop the team: mentor in‑house recruiters; direct and measure RPO / agency performance; ensure capacity planning and requisition balancing.
Enable hiring managers: set clear SLAs, provide tools / training, drive responsiveness, and elevate bottlenecks to keep hiring on track.
Institutionalize data and reporting: build dashboards covering time‑to‑fill, quality‑of‑hire, pipeline health, offer‑acceptance, interview‑to‑hire ratio, recruiter productivity, and hiring velocity; use analytics to forecast needs and optimize channels.
Process and tooling: improve workflows, evaluate / modernize ATS and analytics stack. Introduce automation / AI where appropriate.
Executive and critical hiring: directly run searches for leadership and niche roles; partner closely with senior executives and HRBPs.
Employer brand partnership with Marketing / Comms to elevate reach and candidate experience.
Workforce planning in collaboration with Finance and business leaders.
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Key Responsibilities
Architect a scalable TA strategy aligned to aggressive headcount plans across construction disciplines (e.g., Project Management, Superintendents, Estimating, Safety, Scheduling, and other field roles).
Lead and develop the team: mentor in‑house recruiters; direct and measure RPO / agency performance; ensure capacity planning and requisition balancing.
Enable hiring managers: set clear SLAs, provide tools / training, drive responsiveness, and elevate bottlenecks to keep hiring on track.
Institutionalize data and reporting: build dashboards covering time‑to‑fill, quality‑of‑hire, pipeline health, offer‑acceptance, interview‑to‑hire ratio, recruiter productivity, and hiring velocity; use analytics to forecast needs and optimize channels.
Process and tooling: improve workflows, evaluate / modernize ATS and analytics stack. Introduce automation / AI where appropriate.
Executive and critical hiring: directly run searches for leadership and niche roles; partner closely with senior executives and HRBPs.
Employer brand partnership with Marketing / Comms to elevate reach and candidate experience.
Workforce planning in collaboration with Finance and business leaders.
#J-18808-Ljbffr