VP of Talent Acquisition - Commercial Construction

Our client is seeking a hands-on, data-driven VP of Talent Acquisition to build and scale a high-performing recruiting function for a rapidly growing construction business (commercial/EPC focus). This “player-coach” will own the TA strategy end-to-end. Standing up processes, tooling, and dashboards; elevating hiring-manager accountability; and leading a hybrid team (internal recruiters, RPO and agency partners) to deliver both speed and quality across leadership and field roles.

Key Responsibilities

• Architect a scalable TA strategy aligned to aggressive headcount plans across construction disciplines (e.g., Project Management, Superintendents, Estimating, Safety, Scheduling, and other field roles).
• Lead and develop the team: mentor in-house recruiters; direct and measure RPO/agency performance; ensure capacity planning and requisition balancing.
• Enable hiring managers: set clear SLAs, provide tools/training, drive responsiveness, and escalate bottlenecks to keep hiring on track.
• Institutionalize data and reporting: build dashboards covering time-to-fill, quality-of-hire, pipeline health, offer-acceptance, interview-to-hire ratio, recruiter productivity, and hiring velocity; use analytics to forecast needs and optimize channels.
• Process and tooling: improve workflows, evaluate/modernize ATS and analytics stack. Introduce automation/AI where appropriate.
• Executive and critical hiring: directly run searches for leadership and niche roles; partner closely with senior executives and HRBPs.
• Employer brand partnership with Marketing/Comms to elevate reach and candidate experience.
• Workforce planning in collaboration with Finance and business leaders.

Required Qualifications

• Bachelor’s degree.
• 10+ years in Talent Acquisition with 5+ years leading recruiting teams.
• Proven success recruiting in commercial construction/EPC or closely related engineering/industrial contexts.
• Demonstrated command of TA analytics, KPI dashboards, and workforce planning; track record driving hiring-manager accountability via SLAs and coaching.
• Expertise in modern sourcing, recruitment marketing, and candidate engagement; hands-on ATS and HR analytics experience
• Leadership presence with excellent stakeholder management; thrives in fast-moving, high-growth, and ambiguous environments.

Preferred Qualifications

• Advanced degree and/or HR certification (e.g., SHRM-SCP, SPHR).
• Direct experience recruiting EPC leaders and building TA in hyper-growth settings.
• Experience evaluating or implementing ATS systems
• Entrepreneurial, bias-for-action mindset with a passion for inclusive, equitable hiring.

• Base salary: $225,000–$250,000; target bonus: 30%.
• Relocation: Available (lump-sum approach).
• Benefits: Competitive package expected to include medical, retirement (e.g., 401(k)), and paid parental leave (details to be confirmed with our client).
• Paid time off: Competitive PTO/leave in line with market norms (specifics to be confirmed during later stages).

Equal Employment Opportunity and Non-Discrimination Policy

Equal Employment Opportunity Statement: Both Keller Executive Search and our clients are Equal Opportunity Employers. For all positions, whether with Keller Executive Search or our clients, qualified applicants will receive consideration for employment without regard to race, skin color, religion, sex, sexual orientation, gender identity, gender expression, national origin, age, protected veteran status, disability, genetic information, or any other legally protected status.

Commitment to Diversity: Keller Executive Search and its clients are committed to fostering a diverse and inclusive work environment where all individuals are valued and respected.

Reasonable Accommodations: Both Keller Executive Search and our clients are committed to providing reasonable accommodations to individuals with disabilities and pregnant individuals. We engage in an interactive process to determine effective, reasonable accommodations.

Compensation Information: For client positions, compensation information is available in the job post. If not provided, it will be shared during the interview process in accordance with applicable laws. When required by law, salary ranges will be included in job postings. Actual salary may depend on skills, experience, and comparison to current employees in similar roles. Salary ranges may vary based on role and location.

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• Colorado, Nevada, New York City, California, and Washington Residents: Compensation information is available in the job post or will be provided during the interview process if not initially available.
• Both Keller Executive Search and our clients are committed to pay equity and conduct periodic pay equity analyses in accordance with applicable laws.

State-Specific Information:

• Rhode Island: We do not request or require salary history from applicants.
• Connecticut: We provide wage range information upon request or before discussing compensation.
• New Jersey: We do not inquire about salary history unless voluntarily disclosed.

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Note: This job posting may be for a position with Keller Executive Search or one of our clients. The specific employer will be identified during the application and interview process. Employment laws and requirements may vary depending on the employer and location.