• Manage full-cycle recruitment efforts for assigned positions across DLC's corporate and operational roles. • Source, identify, and engage qualified construction professionals through a variety of channels, including job boards, social media, networking, referrals, and direct outreach. • Conduct candidate screenings and initial interviews to assess qualifications, experience, cultural fit, and compensation expectations. • Present qualified candidates with detailed summaries and recommendations to hiring managers. • Coordinate candidate interviews and maintain consistent communication throughout the hiring process. • Develop and maintain talent pipelines for critical and recurring construction positions.

• Lead the Technical (IT) Recruitment direction globally, with accountability for strategy, delivery quality, and performance across regions, teams, and client accounts, while contributing to the company’s overall global recruiting strategy in partnership with the Recruiting Director and peer leaders. • Act as a strategic partner to senior stakeholders (Hiring Managers, Delivery, Sales, Leadership) on technical hiring priorities and strategy, including alignment with broader business and workforce objectives. • Lead, coach, and develop a team of technical recruiters and recruitment managers, driving accountability, performance, and long-term growth of the function. • Design, implement, and continuously improve technical recruitment processes, policies, and governance, ensuring consistency, scalability, and flexibility across regions and clients. • Drive technical workforce planning, capacity management, and proactive talent pipeline strategies, aligned with business demand, delivery commitments, and future capability needs. • Provide leadership and escalation support for complex, senior, or high-risk technical hiring situations, guiding both the recruitment team and stakeholders toward successful outcomes. • Perform other duties as may be required, consistent with the purpose of this role.

Role Description As a Sourcer at LionsBot, you'll own the top of our hiring funnel. Proactively identifying and engaging strong candidates for roles across the business, and conducting initial phone screens to confirm fit before handing qualified candidates to Talent Acquisition Manager. Working fully remote, you'll partner closely with the Singapore Talent Acquisition Manager to keep every assigned requisition stocked with a healthy, qualified pipeline. - Source qualified candidate profiles for assigned open requisitions using LinkedIn Recruiter, job boards, Boolean search, and other channels. - Conduct first-round phone screens to assess candidates' fit, motivation, and basic qualifications before progressing them to the hiring manager. - Maintain accurate, up-to-date candidate and pipeline records in the ATS for every assigned requisition. - Meet weekly and monthly sourcing and phone-screening targets, tracking and reporting progress to the Talent Acquisition Manager. - Build and refine sourcing strategies (search strings, target companies, talent pools) for each assigned role in partnership with the Talent Acquisition Manager. - Deliver a positive, professional candidate experience at every touchpoint, representing the LionsBot employer brand. Qualifications - 1+ years of experience in sourcing or recruitment (agency, RPO, or in-house), with a track record of hitting volume targets. - Demonstrated skill in Boolean search and use of LinkedIn Recruiter or similar sourcing tools. - Strong verbal and written English communication skills, comfortable conducting phone/video screens with candidates. - Proven ability to work independently in a fully remote setting, managing time and pipeline volume without close supervision. - Comfortable with ATS tools and disciplined about maintaining clean, up-to-date candidate records. - Prior exposure to sourcing for technical, engineering, or robotics/hardware roles is a plus.

• Lead CTG's talent acquisition strategy to support government contracts, proposals, and long-term business growth. • Oversee full-cycle recruiting across technical and non-technical positions while ensuring an exceptional candidate and hiring manager experience. • Partner with executive leadership, hiring managers, and program teams to develop workforce plans and hiring strategies. • Build, mentor, and develop a high-performing recruiting team. • Drive innovative sourcing strategies and cultivate talent pipelines for current and future hiring needs. • Lead proposal staffing efforts by developing and maintaining contingent candidate pipelines. • Optimize recruiting processes, tools, and metrics to improve efficiency, quality, and scalability. • Oversee employer branding and recruiting marketing initiatives to strengthen CTG's presence in the GovCon market. • Ensure recruiting practices remain compliant with federal contracting requirements and industry best practices. • Stay informed on GovCon hiring trends, labor market conditions, and security clearance requirements to proactively adapt recruiting strategies.