Role Description As a Principal Recruiter, you’ll play a pivotal role in building world-class technical and product teams for some of the fastest-growing tech companies. - Embedded directly within a client, leading and accelerating US hiring for a VC-backed, hyper-growth technology company. - Own all US hiring as the lead recruiter on the ground: around 30 roles, the majority technical, alongside senior leadership and executive searches. - Bring time-to-hire down from over 100 days, lift offer acceptance, and build pipelines that do not depend on inbound sourcing. - Build the US recruiting function from the ground: the process, the systems, the bar. - Earn the leadership team's confidence in hiring back, returning the founders' time. What You’ll Do - Run full-cycle, sourcing-led recruiting and build the pipelines. - Defend the bar with data and push back when a search is not scoped to win. - Work directly with founders and the executive team. - Bring an AI-native way of working: build and experiment with AI tools, design workflows that make recruiting faster, and teach others. - Own the numbers that matter: pipeline velocity, offer acceptance, and time to hire, without dropping the quality bar. - Lift the standard around you. Qualifications - Senior, principal, or founding-recruiter experience at a technology startup or scale-up in a genuine high-growth phase. - Proven experience recruiting for Engineering, Data, or Product roles within tech scale-ups or high-growth environments. - Strong understanding of technical hiring landscapes — from modern engineering stacks to data and product org design. - Executive presence and resilience; ability to push back when a search is not scoped to win. - AI fluency that goes beyond basic prompting; experience in building workflows, reports, or systems that change recruiting. - A track record of building or improving a recruiting function or system. - Comfort operating with autonomy and speed, making decisions in the moment when a hire is on the line. Nice to have - A technical educational background, such as computer science, for credible conversations with technical candidates. - Experience with a modern ATS (Ashby a plus) and interview-intelligence tools such as Metaview. This is probably not for you if - You have spent your career inside large, process-driven organisations where the systems were built for you. - This seat has no playbook waiting and no inbound to lean on; you will need to build it.

Role Description The Senior Talent Acquisition Specialist is responsible for ownership of recruitment for assigned departments, markets, and roles. The primary focus will be experienced construction management and project support professionals. - Acts as a partner to internal stakeholders and departments/markets of assigned responsibility with all talent acquisition, consultation, and other human resources-related needs. - Writes, places, and appropriately manages advertisements for open positions. - Opens requisitions for new positions as assigned by Talent Acquisition Director. - Monitors and dispositions candidates appropriately in the applicant tracking system. - Conducts new requisition intake meetings with hiring managers. - Assists with temporary staffing needs (consultants and contract employees). - Performs applicant screenings (phone, video, and/or in-person) and schedules subsequent interviews. - Interviews candidates at all stages of the process either solo or as part of a panel. - Schedules pre-employment and developmental assessments. - Develops offer letters and verbally presents to all candidates. - Sends confirmation of acceptance of offers of employment to relevant internal parties. - Performs education, reference, and employment verification. - Sends “no thank you” correspondence to all non-qualified applicants; verbally relaying this message may be required at times. - Administers hiring/onboarding process by ensuring employment eligibility, coordinating substance screening, disseminating new hire documents, and collecting appropriate forms. - Schedules and conducts orientation for new employees as required. - Provides regular status reports to Talent Acquisition Director and/or Vice President, Human Resources for open positions. - As determined by the Talent Acquisition Director, may be asked to provide total oversight or support of the college recruiting program including leading campus engagement and management of university relationships. - Fields candidate and employee questions regarding policies and benefits. - Sources and manages third-party staffing vendors. - Collaborates with the Talent Acquisition Director to provide accurate reporting data relative to recruiting activity for each open position. - Frequently leads and supports strategic initiatives and programs related to talent acquisition, development, and retention as they arise. - Maintains confidential employee records and personnel files; treats sensitive information with the utmost respect and consideration. - Travels to Company and subsidiary offices; offsite client, subcontractor, and supplier meetings; and other locations across North America to fulfill the essential duties of the role as required. - Exhibits regular and reliable attendance in person as required by the Supervisor, Company guidelines, and/or project and office obligations. Qualifications - Bachelor’s degree (B.S. or B.A.) from a four-year college or university AND five (5) years of construction recruiting experience, OR equivalent combination of education and experience. - Intermediate to advanced knowledge of the functions of construction-related roles. - Demonstrated prior success hiring candidates for traveling roles within a variety of market sectors. - Prior HRIS and ATS experience. - Advanced level computer skills are preferred. Benefits - Profit-sharing plan, cash bonus programs, and annual cost-of-living adjustments. - Generous salary increases and per diems for qualified out-of-town assignments. - Health, dental, and vision insurance eligibility on day one. - Paid parental leave. - Continuing education reimbursement. - Personalized career development and training programs. - Minimum of 29 days of PTO (including holidays) for entry-level roles. - Fitness center for St. Louis office-based team members. - Gym membership reimbursement for project-based team members. - Corporate office cafeteria access. - Employee Resource Group (ERG) opportunities. - Philanthropy opportunities.

• Lead strategy-first req kickoffs — before sourcing starts, identify the #1 challenge: supply/demand issue or needle in a haystack? Set the approach accordingly • Develop recruiters' critical thinking and problem-solving skills — build their judgment, not just their output • Own quality and consistency across all open reqs — not running every search, but knowing exactly where each one stands • Set the bar on what a strong candidate slate looks like before it goes to a client • Be the go-to resource when a recruiter hits a wall on a hard req — someone who's seen enough to know the right move fast • Foresee bottlenecks before they slow the team down and develop solutions proactively • Bridge the gap between what's available in-market and what clients are asking for — push back when a brief isn't realistic • Keep the team proactive: build pipelines ahead of demand, flag when a role is being sourced wrong, surface low-hanging fruit the team isn't seeing • Drive candidate database discipline — turn LinkedIn outreach and connections into actual pipeline, not individual inbox history • Run team rhythms: 1:1s, pipeline reviews, req kickoffs, capacity check-ins • Set the tone for how recruiting communicates cross-departmentally, especially with Account Management • Identify gaps in Hireframe's recruiting operations and build new best practices • Find new sourcing channels; think about applicant marketing — how we attract candidates, not just how we screen them • Roll up your sleeves when needed: interview candidates, review recordings, create assessments

• Sourcing. Source and attract candidates through various channels, including job boards, social media, and networking events. • Screening. Screen resumes and applications to identify qualified candidates. • Interviewing: Conduct interviews to assess candidates' qualifications, experience, and cultural fit. • Advertising. Assist in creating and posting job advertisements. • Database Management and Analysis. Maintain candidate databases and track recruitment metrics. • Candidate Experience. Provide a positive candidate experience throughout the hiring process. • Collaboration. Collaborate with HR and hiring managers to understand staffing needs and job requirements. • Talent Scouting. Scout talent on various hiring platforms such as Indeed, UpWork, Behance, and LinkedIn. • Trend Monitoring. Stay updated on industry trends, market conditions, and best practices in recruitment and talent acquisition. • ATS Utilization. Utilize an applicant tracking system (ATS) to streamline processes and maintain accurate candidate records.