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.

• 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.