Recruiter

Role Overview

This opening is for a Recruiter to support a long-established, family-owned construction business with a strong reputation for stability, growth, and employee retention. The organization operates 12 sites in California and one in Nevada, supplying shoring equipment, underground construction equipment, trench safety training, and dependable support to contractors.

The company’s culture centers on safety, integrity, fairness, respect, accountability, strong relationships, and hard work. It is focused on building long-term careers and making a real difference for customers and employees alike.

What You’ll Do

You will manage recruiting across all locations and take ownership of the end-to-end hiring process. The position combines strategic recruitment work with the administrative follow-through needed to keep candidates moving efficiently through hiring.

Recruiting and Candidate Management

• Drive the full hiring cycle from requisition support and job description development through posting, interviewing, offer coordination, and onboarding handoff.
• Source, screen, and complete initial interviews for open roles across multiple locations.
• Share concise candidate evaluations and hiring recommendations with managers.
• Schedule and coordinate interviews with hiring managers while keeping the process moving.
• Maintain timely communication with applicants from first contact through hiring decisions.
• Support offer preparation, pre-employment steps, candidate dispositioning, and onboarding handoff.
• Help ensure every applicant has a professional, positive, and engaging experience.

Recruiting Operations and ATS Management

• Handle recruiting activity in Paycom and other approved hiring tools.
• Keep candidate records, interview notes, job information, status updates, and recruiting documents accurate and current.
• Publish and update job ads across approved channels.
• Track applicant movement and keep the process on schedule.
• Support setup and administrative work such as job setup, documentation, tracking, scheduling, and follow-up.
• Look for ways to improve ATS processes, recruiting workflows, and overall efficiency.
• Keep recruiting files organized, compliant, and complete.

Job Content, Hiring Tools, and Compliance

• Work with managers to draft, review, and standardize job descriptions across departments and sites.
• Help define duties, required qualifications, preferred qualifications, and competencies for each role.
• Create job postings that are clear, attractive, and aligned with hiring needs.
• Build and maintain interview guides, standardized questions, evaluation forms, and other hiring tools.
• Coordinate pre-employment physicals, background checks, reference checks, and related paperwork.
• Support consistency, compliance, and effective candidate evaluation in all hiring materials and processes.

Manager Partnership

• Collaborate with hiring managers to understand staffing needs, role requirements, and ideal candidate profiles.
• Guide managers on compliant interviewing and selection practices.
• Train managers on standardized interview questions and evaluation forms.
• Encourage prompt manager feedback and follow-up.
• Help create consistency in hiring practices across all locations.
• Support recurring staffing needs.

Pipeline Development and Outreach

• Develop and maintain relationships with trade schools, community colleges, workforce organizations, military transition programs, industry groups, and other talent sources.
• Represent the company at job fairs, school events, community events, and recruiting functions as needed.
• Create proactive sourcing plans for recurring, high-volume, and hard-to-fill roles.
• Support Spanish-language recruiting efforts and community outreach.
• Use creative approaches to attract candidates in competitive labor markets.

Employer Brand and Talent Attraction

• Strengthen the company’s employer brand through job ads, outreach, candidate communication, and recruiting materials.
• Support efforts to position the company as an employer of choice.
• Assist with employee referral programs and recruiting marketing.
• Create candidate-facing content that reflects the company’s culture and opportunities.

Workforce Planning and Reporting

• Partner with the Director of Human Resources on market pay comparisons and compensation analysis.
• Share labor market insight, hiring trends, and availability data to support staffing decisions.
• Help establish competitive salary ranges for open roles.
• Monitor hiring challenges by location and recommend improvements to attraction and retention efforts.
• Track key recruiting metrics such as source performance, applicant flow, offer acceptance, cost per hire, and candidate drop-off.
• Prepare reports and dashboards for leadership review.
• Suggest improvements based on hiring data and trend analysis.

Additional Information

Location: Hybrid role based in Compton, CA. The posting also references Los Angeles, CA as the location.

Compensation: $85,000 to $110,000.

Travel: Roughly 15% to 20% travel may be needed for branch visits, job fairs, community events, schools, and recruiting activities.

Physical expectations: The role requires extended computer work, the ability to sit and stand for long periods, effective communication in person, by phone, and electronically, occasional lifting of up to 25 pounds for event materials, and travel as needed.

Benefits

Medical, dental, vision, and life insurance, plus PTO and paid holidays.

Equal Opportunity Statement

The employer is committed to equal opportunity and maintains a workplace where all employees and applicants are treated fairly and respectfully. Hiring decisions are based on qualifications, experience, business needs, and merit, without regard to legally protected status.

Required Qualifications

Candidates should have at least 3 years of practical full-cycle recruiting experience, including ATS administration, job posting, sourcing, screening, interview coordination, hiring manager follow-up, offer and pre-employment coordination, candidate dispositioning, and recruiting documentation. A bachelor’s degree in Human Resources, Business Administration, or a related field is preferred. Bilingual English/Spanish ability is required. Experience with ATS and HRIS platforms is needed, with Paycom strongly preferred. Applicants should understand employment laws tied to recruiting, interviewing, selection, and hiring, and be comfortable balancing strategic recruiting work with hands-on administrative tasks. Strong organization, communication, follow-up, relationship-building, and adaptability are essential.

Preferred Qualifications

Helpful background includes experience with Paycom recruiting workflows, multi-location hiring, job fairs, community recruiting partnerships, recruiting metrics, workforce planning reports, standardized interview tools, and recruiting in construction, operations, manufacturing, transportation, industrial, field-based, or other multi-site environments. Recruiting certifications such as SHRM, HRCI, or AIRS are a plus.

Who This Role Suits

This opportunity is a strong fit for someone who is resourceful, flexible, relationship-oriented, and comfortable combining strategy with administrative detail. It is especially relevant for a recruiter who wants to help grow a company where people build lasting careers and where hiring directly supports business success.