This description is a summary of our understanding of the job description. Click on 'Apply' button to find out more. Role Description GAI Consultants is seeking a Power & Energy Talent Acquisition Sourcer to join our talented and energetic Talent Acquisition team. The successful candidate will be responsible for using their professional experience and network to source candidates for requisitions as well as pipeline talent. This individual will work closely with business leadership to understand the hiring needs and build a targeted sourcing plan. This position will target planning, engineering & environmental consulting-based talent. The successful candidate will be eligible for an annual discretionary bonus in addition to base pay. Annual bonuses are designed to reward individual contributions as well as allow employees to share in company results. This position may be performed remotely and/or from one of GAI’s office locations. - Using industry knowledge, social media sources, Technical Operations, and mission-focused knowledge to seek out potential candidates that may be currently employed and successfully bringing those candidates to GAI. - Researching market conditions and industry trends as they relate to our competitors to assist in decision-making and marketing positions. - Utilizing professional networks to source candidates for active requisitions. - Sourcing candidates from a variety of sources, with a strong emphasis on LinkedIn, Indeed.com, social media, and search engines (Google Chrome, advanced Boolean searching strings, and niche job boards). - Using social networking mediums (i.e., LinkedIn groups and other online forums) to promote GAI employer brand messaging that drives traffic to open roles by establishing and promoting positive relationships. - Recruit, screen, and interview candidates for open positions. Expectations include identifying a high volume of qualified candidates for current and future needs. - Collaborating with hiring managers and leaders to develop relationships, understand needs, and create solutions for hard-to-fill positions. - Ensuring data integrity of the candidate management database. - Extensive data mining of various social media to identify candidate profiles. - Domestic travel to assist with events and in support of the business (up to 15%). Qualifications - Bachelor’s degree in Business Administration, HR, or related field is required. Requirements - 7 years’ experience required in the social digital and recruitment arena. - 7 years’ experience sourcing candidates using LinkedIn Recruiter and other similar/related sourcing tools. - 7 years’ experience defining and implementing research and sourcing strategies for critical positions. Preferred Experience - 7 years’ experience sourcing technical talent across various planning, engineering & environmental consulting disciplines (Civil, Structural, Power, Energy (Oil & Gas), Electrical, Aviation, Infrastructure, Transportation, Construction, Water/Wastewater, etc.). - 7 years previous experience in planning, engineering and environmental consulting. - 7 years’ industry knowledge with the ability to understand relevant skills, target companies and user groups. - SHRM Cert Professional (SHRM-CP) or PHR certification preferred. General Characteristics - Applies thorough knowledge of current HR principles and practices related to the variety of aspects affecting the organization. - Applies progressively acquired expertise to resolve crucial issues and/or unique conditions. - Keeps informed of new methods and developments and recommends new practices or changes in emphasis of projects. - Leads projects of moderate complexity and scope or leads a major project. - Analyzes complex problems across specialty HR areas. - Analyzes ethical dilemmas to determine appropriate courses of action. Minimum Years of Experience - 7+ Years of Experience Education - Bachelor’s degree in HR, Business, or related field Certification/Licensure - Certification through SHRM (SHRM-CP, SHRM-SPC); HRCI (PHR, SPHR); Talent Acquisition Specialist, etc. strongly preferred Technical Responsibilities - Recruits, screens, and interviews candidates to fill positions. - Consults with hiring managers to understand roles to be filled and profiles of ideal candidates. - Reviews and assesses applicant's education, experience, training, and other qualifications. - Verifies employment eligibility, gathers necessary paperwork, and performs reference and background checks. - Schedules interviews and coordinates interviewers or panels. Gathers feedback. - Coaches hiring manager on extending verbal job offers to successful candidates. Sends rejection notices to other applicants. - Informs candidates of job duties, responsibilities, work schedules, compensation and benefits packages, and career advancement opportunities. Project and Task Management - Plans, schedules, and coordinates the preparation of documents or activities for multiple projects. - Analyzes project management plans for complex projects. - Understands project delivery uncertainties and uses risk management principles to address them. - Reviews operational procedures to monitor compliance with applicable policies and performance measures. Communication Skills - Applies principles of formal strategic and persuasive communications. - Represents their area of specialty within the organization and liaises with related individuals and organizations. - Routinely interacts with organizational leaders, clients, officials, contractors, and others. - Integrates concepts of effective teamwork and leadership. Benefits - Competitive Pay & Recognition - Market based, competitive compensation - Performance driven recognition and development bonuses - Comprehensive Health & Wellness - Medical, dental, and vision plans - Company paid short-term and long-term disability - Company paid life insurance - Employee Assistance Program and wellness resources - Meaningful Work–Life Balance - Generous paid time off + 7 paid holidays - An additional floating holiday—use it for what matters to you - Paid maternity, paternity, and adoption leave - Growth, Learning & Financial Security - 401(k) with company match - Tuition reimbursement - Support and rewards for professional development and certifications

• Own and drive the full cycle recruiting process for technical roles • Partner closely and effectively with hiring managers and engineering leaders • Develop and execute thoughtful sourcing strategies • Effectively engage, screen and close top tier technical candidates • Provide high touch candidate experience

Role Description - Identify, attract, and engage top talent in the GIS sector through various recruiting channels; - Collaborate with hiring managers to understand the specific requirements and expectations for each GIS role; - Post job openings on job boards and relevant GIS communities; - Conduct thorough screenings and interviews to evaluate candidates' skills and fit for our corporate culture; - Maintain strong communication with candidates throughout the recruitment process, ensuring a positive candidate experience; - Build and maintain relationships with potential candidates for future hiring needs. Qualifications - Proven experience as a Recruiter, preferably in GIS or related fields; - Excellent communication skills in English (B1+) and a knack for engaging potential candidates; - Strong understanding of GIS concepts and technologies is an advantage; - Experience with various recruitment tools and platforms; - Ability to manage multiple recruitment processes simultaneously; - Proactive approach to sourcing and building a talent pipeline, along with a strong attention to detail.

• Lead sourcing strategy for Engineering roles, building high-quality pipelines through proactive outreach and thoughtful inbound review. • Conduct structured talent mapping across target companies and markets to identify strong engineering talent. • Partner closely with recruiters and engineering hiring managers to define candidate profiles, align on scope and seniority, and continuously refine search direction as new insights emerge. • Proactively engage engineering hiring managers to clarify expectations, surface constraints, and strengthen alignment throughout the search. • Engage passive engineers through personalized outreach and exploratory conversations before recruiter handoff. • Stay informed on engineering hiring trends, talent density, and evolving role expectations to continuously sharpen sourcing strategy. • Share insights on talent availability, market dynamics, and search feasibility to help refine hiring plans. • Build and maintain long-term relationships with engineering talent, even when no immediate role is open. • Maintain clean pipeline data and continuously improve sourcing effectiveness through data and feedback.