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The SE is responsible for pre-sales engineering activities including: 1) identifying customer's business outcomes and/or mission challenges and proposing technology solutions, 2) engaging as the primary client technical resource on sales engagements and 3) achieving and maintaining OEM certifications in their area of expertise.
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This position proactively manages the budget, schedule, technical requirements, contractual obligations, and client communications in support of the project's objectives. Partners with Client Service Leaders and pursuit champions to assist with business development, building client relationships, and pursuit efforts for mini-mega and mega projects in accordance with HNTB's Sophisticated Sales Approach (SSA.
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Leads proposal development and interview presentations for strategic, mini-mega, and mega projects to the client as well as general presentations within the industry and community. Responsible for development of the project scope and fee quotation and assists in the preparation of technical proposals and contracts in accordance with HNTB's Sophisticated Contracting Approach (SCA.
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Additional Information For over 35 years, Area Temps has been committed to providing Northeast Ohio companies with office staffing services, technical, skilled trades, industrial and professional staffing solutions.
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S&ME has over 30 offices and is seeking our next Transportation Market Sector Director (MSD) to join our Executive Leadership Team to provide strong leadership, leverage their technical expertise, ensure client satisfaction, and implement best practices for our transportation engineering and CEI services across the company's footprint.
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Who We Are: Primary Recruiting Services (PRS) is a multi-practice professional search firm with five areas of focus: Accounting & Finance, Energy, Engineering, Supply Chain, and Client Services.
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Technical Recruiter Xenathia Green is a native of Georgia, where she attended Georgia Southern University to obtain a Bachelor of Business Management Entrepreneurship & Innovation. During her first 2 years of recruiting, she developed an interest and talent in the engineering sector of recruiting and has now found her space at Selectek as a Technical Recruiter.
$25 - $34 an hourExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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No candidate/recruiter calls, personal calls, or walk-ins are accepted. The successful candidate will be a visionary leader with a deep understanding of the transportation engineering and CEI industry, a proven track record of project delivery, and the ability to foster client relationships and drive business growth.
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As a Technical Recruiter, you are an integral part of our Recruiting Team. This position will partner with Account and Business Development Managers to generate highly qualified candidates for client orders.
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In the event a recruiter or agency who is not on our preferred supplier list submits a resume/candidate to anyone in the company, SNC-Lavalin family of companies, we explicitly reserve the right to recruit and hire the candidate(s) at our discretion and without any financial obligation to the recruiter or agency.
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We are seeking a highly experienced and industry leader as our Transportation Market Sector Director (MSD) to join our Executive Leadership Team and provide leadership, leverage technical expertise, ensure client satisfaction, and implement best practices for our Transportation and CEI services across the company's footprint.
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No candidate/recruiter calls, personal calls or walk-ins accepted. The successful candidate will be a visionary leader with a deep understanding of the transportation and CEI industry, a proven track record of project delivery, and the ability to foster client relationships and drive business growth.
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Your IT Recruiter is looking for a Principal Electrical Engineer for our client. Good understanding of the impact the shift towards electrification will have on the design of electrical building systems; specific technical knowledge relating to renewable energy solutions, battery storage, and SMART Building integration are highly favorable.
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Blackstone Technology Group is hiring a proven Senior Technical Recruiter to support our established team in San Francisco. Blackstone Technology Group Opportunities Senior Technical Recruiter - West Location: San Francisco, CA # of Openings: 1 Job Code: 1355 Description Sr. Technical Recruiter.
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This individual will provide technical support in the design and delivery of client projects involving CCTV surveillance and video management systems, access control, real-time information systems (RTIS), control centers, Supervisory Control and Data Acquisition (SCADA) systems, wireless communications (VHF, UHF, Cellular), and network infrastructure including Fiber Optics and copper cabling and associated hardware and software.
$80,896.98 - $138,581.77 a yearExpandApply NowActive JobUpdated 3 days ago
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FEATURED BLOG POSTS
Virtual Reality Job Interviews
With the advent of desktop computers, the arduous task of scouring through weekly job classifieds became a thing of the past. The mid-1990s brought about a new era where job seekers could easily search and apply for jobs online. The introduction of AOL's Instant Messaging feature provided an even faster means for employers and candidates to communicate and schedule interviews. As smartphones became more pervasive in the early 2000s, hiring managers increasingly used phone calls for screening and interviewing candidates. Despite this trend, over 80% of interviews still took place in person.
A Potential TikTok Ban?!
As you may already know, there has been a lot of talk lately about the possibility of a TikTok ban. While this has not yet come to fruition, it's important to consider the implications this could have for businesses and recruiters who rely on TikTok as a platform to market their brand, recruit new talent, and connect with their audience.
The Effects of Workplace Racism and Sexism
One day it's a covert statement to a mother returning to work after maternity leave. Another day it's a lingering gaze at an employee enjoying a culturally rich meal. These microaggressions (or sometimes macroaggressions) can take an employee from a confident, high-performer to one that feels insecure being themselves at work. Your employees engage with people with different ideas and feel most comfortable and valued when they can work without losing their cultural, racial, and gender identity. While most employers know this, why have workplace racism and sexism often been neglected?
When Rage Applying Strikes: How to Identify Unserious Candidates
As the job market remains highly competitive, we have seen a surge in "rage applying." This is when candidates apply to multiple jobs, often without considering whether they are truly interested in the role. Rage applying goes hand-in-hand with quiet quitting. Often, employees want to entertain the thoughts and feelings of leaving their job, but they aren't necessarily serious about leaving yet. Meanwhile, other employees engaging in this trend are actually trying to find a better role. As a recruiter, it can be hard to identify who are the real applicants in a sea full of quiet quitters, but understanding rage applying and identifying red flags will certainly help.
How to Increase Job Ad Exposure
In today's competitive job market, writing quality job ads is critical for attracting top talent to your organization. While networking and candidate referrals are prime real estate for finding qualified candidates, nothing beats the tried-and-true method of writing an extraordinary job ad. But while writing a great job ad is the first step, what's more important is increasing visibility. You could have the most detailed, well-written ad on the internet, but if no one sees it, then you are wasting time (and potentially money!). Employers often believe that job boards are the root of the problem, but you can learn how to increase job ad exposure by tweaking a few steps of your recruitment process.
How to Navigate Hiring Out of State
The job market has shifted significantly in recent years. The accelerated adoption of technology has not only pushed many companies into remote working arrangements but also increased the availability of supporting tools and technologies (i.e., video conferencing and collaboration software).
Building a Candidate Pipeline Through Internships
Building a candidate pipeline through a great internship program for local college students and recent graduates at local universities is a great and cost-effective way to attract and retain top talent. By offering meaningful and impactful work experiences, regular feedback, coaching, and mentorship, you can create a positive internship experience that will make your organization a sought-after destination for future employees. This not only benefits the organization in the short-term but also in the long-term, as you'll have a pool of well-trained and experienced candidates who may be interested in full-time employment once they graduate. Furthermore, building relationships with local universities and college students can increase brand awareness and build a positive reputation for your organization in the local community.