• Source and identify optimal candidates for unique and specialized jobs for internal engineering team and clients for US and Canada Market. • Leverage your experience to source candidates using industry leading recruiting tools, our ATS and social media. • Effectively screen talent meeting the quality and speed required • Participate in full-cycle recruiting process ensuring smooth and positive candidate experience. • Maintain a healthy pipeline of quality candidates to meet current and future demand • Participate in training with our engineering leaders to understand technology and future trends • Focus on sourcing strategies to expand database of passive candidates and create a network of referrals • Help improve internal process, share ideas and expand social media strategies • Meet weekly goals and metrics as set by department standards • Working well within a fast-paced, dynamic environment with a high sense of urgency • Attend daily stand up calls and collaborate and communicate well with the team

This description is a summary of our understanding of the job description. Click on 'Apply' button to find out more. Role Description We are seeking a motivated and detail-oriented Engineering Recruiter (Non-IT) to support full-cycle recruitment for U.S.-based clients. The ideal candidate has hands-on experience working with U.S. clients, strong sourcing expertise, and deep knowledge of U.S. hiring practices, employment types, and compliance requirements. - Manage the end-to-end recruitment lifecycle for U.S. Non-IT and Engineering roles including hiring for Finance, Accounting, Human Resources, Marketing, Sales, Operations & Admin roles. - Source candidates using job boards, LinkedIn, professional networks, referrals, and direct outreach. - Screen, interview, and assess candidates for technical and non-technical competencies. - Maintain and update candidate data using ATS and recruiting platform. - Negotiate offers and manage candidate expectations throughout the hiring process. - Meet aggressive deadlines while maintaining quality and compliance. Qualifications - Minimum 2+ years of experience in US Non-IT recruitment. - Proven recruiting experience across Engineering, Construction, Utilities, Automotive, and other Non-IT domains. - Advanced Boolean search skills. - Proficiency using Applicant Tracking Systems (ATS). - Experience working on US time-sensitive hiring deadlines. - Excellent verbal and written communication skills. - Strong interpersonal, negotiation, and relationship-management abilities. Requirements - Prior experience recruiting for Power & Utility industry roles. - Familiarity with US hiring processes, employment types, and tax terms including W2 and Visa classifications. - Experience using RecruiterFlow, Ceipal, or similar recruiting platforms. - Exposure to both technical and non-technical hiring. - Ability to work effectively within the US Eastern Time Zone.

• Collaborate with leadership to scope roles and execute full-cycle strategies • Maintain a high bar for talent • Partner with functional leaders to assess hiring needs • Manage the end-to-end recruiting process for technical positions • Maintain graceful and effective communication with all stakeholders • Continuously evaluate and refine strategies to improve efficiency and candidate experience

• Architect and lead recruiting strategies and hiring plans that attract, engage, and retain high-quality talent across all job families and levels. • Partner cross-functionally with People Partners, Finance, and business leaders to assess talent needs, align recruiting priorities with business goals, and adhere to budget. • Manage full-cycle recruiting, from sourcing and interviewing through selection, ensuring an inclusive and equitable process for all open positions. • Drive the design and implementation of recruiting processes, technology platforms, and applicant metrics to maximize team efficiency, scalability, and data-driven decision making. • Coach, mentor, and enable recruiters and hiring managers; provide training on best practices and promote the continuous growth of team members. • Standardize assessment frameworks, interview guides, and selection criteria that minimize bias and comply with regulatory and internal standards for diversity and integrity. • Maintain awareness of market trends in recruiting, talent intelligence, and workforce planning.