Talent Acquisition Partner - South Region

Company Overview

Throughout our worldwide network of experts, clients and communities, we are renowned for our leadership in fire protection engineering – a legacy of responsibility we have proudly upheld since 1939. Today, our expertise extends broadly across closely related security and risk-based fields – from accessibility consulting and risk analysis to process safety, forensic investigations, security risk consulting, emergency management, digital innovation and more.

Our engineers and consultants collaborate to solve complex safety and security challenges, ensuring our clients can protect what matters most. For over 80 years, we have helped mitigate risks that threaten lives, property and reputations. Through technology, expertise and industry-leading research, we remain dedicated to our purpose of making our world safe, secure and resilient.

At Jensen Hughes, we believe that creating and sustaining a culture of trust, integrity and professional growth starts with putting our people first. Our employees are our greatest strength, and we value the unique perspectives and talents they bring to our organization. 

Our wide range of Global Employee Networks connect people from across the organization, supporting career development and providing forums for individuals to share experiences on topics they're passionate about. Together, we are cultivating a connected culture where everyone has the opportunity to learn, grow and succeed together.

Job Overview

Jensen Hughes is seeking an experienced Talent Acquisition Partner to join our North America team. This role will support priority hiring needs for specialized engineering and technical positions across multiple states in our South region. Candidates should ideally be based in the Mountain, Central or Eastern time zones and be available to collaborate during the hiring team’s core business hours.

The Talent Acquisition Partner will own the full recruiting process, from translating hiring requirements into targeted sourcing strategies to engaging and qualifying candidates, coordinating interviews, managing candidate communications, supporting offers, and facilitating successful placements.

The ideal candidate is a resourceful, persistent, and data-minded talent acquisition professional who excels at finding specialized, hard-to-reach talent, building credibility with passive candidates, and converting sourcing activity into qualified candidate pipelines.

Responsibilities

Strategic Sourcing & Talent Pipeline Development

• Develop and execute targeted sourcing strategies for priority engineering and technical positions across multiple states in the South region
• Identify and engage passive candidates through LinkedIn Recruiter, professional associations, industry networks, referrals, and other relevant channels
• Conduct talent mapping to identify target organizations, geographic talent pools, adjacent industries, and candidates with transferable skills
• Build and maintain qualified pipelines aligned with current and anticipated hiring needs
• Create personalized outreach campaigns and test alternative approaches to improve candidate engagement and response rates
• Refine sourcing strategies based on market conditions, candidate feedback, and pipeline results

 Recruiting & Candidate Engagement

• Conduct initial outreach and qualification conversations to assess candidates’ experience, career interests, location or mobility considerations, compensation expectations, and alignment with available opportunities
• Present the Jensen Hughes employee value proposition and provide an accurate, engaging overview of the opportunities
• Maintain timely, professional follow-up with prospective candidates to sustain engagement and deliver a positive candidate experience
• Coordinate interviews, manage candidate communications, support offers, and facilitate successful placements while continuing to develop qualified talent pipelines
• Actively participate in university recruiting efforts, including attending career fairs within the South region

 Collaboration & Stakeholder Partnership

• Partner with hiring leaders to understand technical requirements, target candidate profiles, hiring priorities, and market constraints
• Recommend target organizations, professional networks, geographic markets, and sourcing channels based on talent market intelligence
• Provide concise, regular updates on sourcing activity, pipeline health, candidate feedback, market insights, and barriers to hiring
• Use hiring leader feedback to refine candidate profiles and adjust sourcing strategies promptly as hiring needs or market conditions change

 Data Management & Reporting

• Maintain accurate and timely candidate records, outreach activity, qualification notes, and pipeline status in Greenhouse and LinkedIn Recruiter
• Track and report sourcing metrics, including outreach volume, response rate, qualified-candidate submissions, pipeline conversion, and candidate progression
• Use sourcing data and market feedback to identify trends, evaluate effectiveness, and recommend changes to the sourcing approach
• Comply with applicable recruiting policies, data privacy requirements, and employment regulations

Qualifications

Required

• 5+ years of experience in technical recruiting and sourcing, preferably in a corporate or agency environment
• Experience recruiting and sourcing engineering, architecture, construction, consulting, or other technical professionals
• Demonstrated success identifying, engaging, and qualifying passive candidates for specialized or hard-to-fill positions
• Advanced proficiency with LinkedIn Recruiter, AI-assisted search techniques, Boolean search, and alternative sourcing methods
• Experience building targeted sourcing strategies and managing candidate pipelines against defined hiring priorities
• Strong written and verbal communication, relationship-building, and candidate engagement skills
• Ability to work independently, manage competing priorities, and deliver results in a fast-paced remote environment
• Experience using applicant tracking systems (preferably Greenhouse or similar) and maintaining complete, accurate candidate data
• Analytical approach to measuring sourcing effectiveness and adjusting strategy based on results

 Preferred

• Familiarity with fire protection, mechanical, electrical, or related engineering disciplines
• Experience sourcing senior-level engineering professionals, licensed Professional Engineers (PEs), and niche technical specialists
• Experience conducting talent mapping, competitor research, and talent market analysis
• Experience supporting geographically dispersed hiring teams and multiple business priorities

#LI-KV1

 

Please note that the salary range provided is a good faith estimate for the position at the time of posting and not a guarantee of compensation. Final compensation may vary  based on factors, including but not limited to, responsibilities of the job, education, experience, knowledge, skills, and abilities, geographic location, internal equity, alignment with market data.

 

Jensen Hughes offers a competitive total rewards package, which includes a retirement plan, healthcare coverage, and a broad range of other benefits. Incentives and/or benefit packages may vary depending on the position and location.

National Pay Range$90,000—$140,000 USD

Jensen Hughes is an Equal Opportunity Employer. Qualified candidates will receive consideration for employment without regard to race, color, religion, sex, national origin, sexual orientation, gender identity, disability or protected veteran status.

 

At Jensen Hughes, we embrace innovation and understand that people are increasingly using artificial intelligence (AI) tools like ChatGPT and other generative platforms to learn, prepare and communicate.  We have provided some guidelines regarding the responsible use of AI in the recruitment process.  Please click here to review.

The security of your personal data is important to us. Jensen Hughes has implemented reasonable physical, technical, and administrative security standards to protect personal data from loss, misuse, alteration, or destruction. We protect your personal data against unauthorized access, use, or disclosure, using security technologies and procedures, such as encryption and limited access. Only authorized individuals may access your personal data for the purpose for which it was collected, and these individuals receive training about the importance of protecting personal data.  Jensen Hughes is committed to compliance with all relevant data privacy laws in all areas where we do business, including, but not limited to, the GDPR and the CCPA.  Additionally, our service providers are contractually bound to maintain the confidentiality of personal data and may not use the information for any unauthorized purpose.

 

*Policy on use of 3rd party recruiting agency for direct placements

Jensen Hughes will occasionally augment a recruiting search through agencies for certain positions when business conditions warrant. Jensen Hughes will not accept resumes, inquiries or proposals from recruiting agencies as an acceptable method to consider a candidate. 3rd party recruiting agencies must sign a standard Jensen Hughes agreement after being evaluated and accepted by a Human Resources or Talent Acquisition manager, or member of the talent acquisition team. Hiring managers and employees of Jensen Hughes are not authorized to accept resumes, engage in fee-based searches through recruiting firms or sign a search agreement. Please note this policy does not apply to “staffing firms” or firms that are involved with hiring temporary staff. Any recruiting agency interested in being considered may contact our recruiting team at jensenhughesrecruiting.com.