Keller Executive Search
VP of Talent Acquisition - Commercial Construction
Keller Executive Search, Dallas, Texas, United States, 75215
VP of Talent Acquisition – Commercial Construction
Base pay range: $225,000 – $250,000 per year.
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.
Required Qualifications
Bachelor’s degree.
10+ years in Talent Acquisition with 5+ years leading recruiting teams.
Proven success recruiting in commercial construction/EPC or closely related engineering/industrial contexts.
Demonstrated command of TA analytics, KPI dashboards, and workforce planning; track record driving hiring‑manager accountability via SLAs and coaching.
Expertise in modern sourcing, recruitment marketing, and candidate engagement; hands‑on ATS and HR analytics experience.
Leadership presence with excellent stakeholder management; thrives in fast‑moving, high‑growth, and ambiguous environments.
Preferred Qualifications
Advanced degree and/or HR certification (e.g., SHRM‑SCP, SPHR).
Direct experience recruiting EPC leaders and building TA in hyper‑growth settings.
Experience evaluating or implementing ATS systems.
Entrepreneurial, bias‑for‑action mindset with a passion for inclusive, equitable hiring.
Benefits
Base salary: $225,000 – $250,000; target bonus: 30%.
Relocation: Available (lump‑sum approach).
Benefits: Competitive package expected to include medical, retirement (e.g., 401(k)), and paid parental leave.
Paid time off: Competitive PTO/leave in line with market norms.
Equal Employment Opportunity Statement Both Keller Executive Search and our clients are Equal Opportunity Employers. Qualified applicants will receive consideration for employment without regard to race, color, religion, sex, gender identity, sexual orientation, national origin, age, disability, veteran status, or any other protected characteristic.
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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.
Required Qualifications
Bachelor’s degree.
10+ years in Talent Acquisition with 5+ years leading recruiting teams.
Proven success recruiting in commercial construction/EPC or closely related engineering/industrial contexts.
Demonstrated command of TA analytics, KPI dashboards, and workforce planning; track record driving hiring‑manager accountability via SLAs and coaching.
Expertise in modern sourcing, recruitment marketing, and candidate engagement; hands‑on ATS and HR analytics experience.
Leadership presence with excellent stakeholder management; thrives in fast‑moving, high‑growth, and ambiguous environments.
Preferred Qualifications
Advanced degree and/or HR certification (e.g., SHRM‑SCP, SPHR).
Direct experience recruiting EPC leaders and building TA in hyper‑growth settings.
Experience evaluating or implementing ATS systems.
Entrepreneurial, bias‑for‑action mindset with a passion for inclusive, equitable hiring.
Benefits
Base salary: $225,000 – $250,000; target bonus: 30%.
Relocation: Available (lump‑sum approach).
Benefits: Competitive package expected to include medical, retirement (e.g., 401(k)), and paid parental leave.
Paid time off: Competitive PTO/leave in line with market norms.
Equal Employment Opportunity Statement Both Keller Executive Search and our clients are Equal Opportunity Employers. Qualified applicants will receive consideration for employment without regard to race, color, religion, sex, gender identity, sexual orientation, national origin, age, disability, veteran status, or any other protected characteristic.
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