Talent Acquisition Manager

Description: Why This Role Matters At Martin/Martin, talent is not a support function—it is a growth strategy. We are a nationally recognized engineering firm with more than 400 employees across ten offices. Our continued success depends on our ability to attract, engage, and select exceptional people in a highly competitive technical market. This role exists because the firm believes that great hiring decisions create long-term advantage. The Talent Acquisition Manager is a hands-on leader responsible for shaping how Martin/Matin competes for talent today and builds its workforce for the future. This is not a requisition-processing role. It is a business-critical position with visibility, influence, and accountability. What You’ll Be Trusted to Own Build a recruiting function that wins. You will design and lead firm-wide recruiting strategies that directly support business growth, office expansion, and succession planning. Success will be measured by the quality of hires, speed to productivity, and the strength of our talent pipelines. Partner with firm leadership. You will work closely with principals, office leaders, and hiring managers as a true advisor—bringing market insight, data, and judgment to hiring decisions that matter. Raise the bar for candidate quality and experience. From first outreach through onboarding, you will ensure candidates experience Martin/Martin as a thoughtful, well-led, and values-driven organization. Strengthen our employer brand in the engineering market. You will actively shape how Martin/Martin is perceived by experienced engineers, emerging professionals, and university talent—through sourcing strategy, campus recruiting, and external presence. Key Outcomes You’ll Drive A consistent, high-quality recruiting approach across all offices and disciplines Strong pipelines for hard-to-fill and future-critical roles Hiring managers who are confident, informed, and supported Data-driven recruiting decisions using meaningful metrics University recruiting programs that convert top students into long-term contributors A recruiting process that reflects our culture, standards, and expectations What You’ll Do (Day to Day) Lead full-cycle recruiting for technical, professional, and leadership roles across multiple regions Partner with hiring managers to define success profiles, not just job requirements Proactively source candidates using professional networks, referrals, LinkedIn Recruiter, universities, and industry channels Lead university recruiting strategy, including school selection, career fairs, firm representation, follow-up, and evaluation Manage and optimize the ATS and recruiting tools (Paylocity preferred) Track and analyze recruiting metrics to improve outcomes and efficiency Ensure compliance with employment laws and internal policies Collaborate with HR leadership on onboarding, workforce planning, and retention WORKING CONDITIONS/SKILLS/ABILITIES This position is primarily administrative in nature, working mostly inside of the office completing a wide range of activities. The following abilities are required: Completing repetitive movement on tasks such as using a mouse or keyboard. Ability to remain stationary for long periods of time. Read, communicate, and document in English. Identify color. Determine and exchange accurate information. Occasionally move about outside of the office. Occasionally move or hold objects weighing up to 25 lbs. Requirements: REQUIRED QUALIFICATIONS What We’re Looking For Bachelor’s degree in HR, Business, or a related field (or equivalent experience) 5+ years of demonstrated success filling high-impact roles with strong performers Experience recruiting engineers or technical professionals across multiple locations Strong sourcing and assessment skills Excellent judgment, communication, and relationship-building ability Proficiency with ATS platforms and recruiting tools (Paylocity preferred) Working knowledge of employment laws and best practices DESIRED QUALIFICATIONS Experience leading or mentoring recruiters or coordinating recruiting efforts across multiple offices. Familiarity with workforce planning, succession planning, and long-term talent strategies. Strong organizational skills with the ability to manage multiple priorities in a fast-paced environment. Data-driven mindset with experience using recruiting metrics to inform decisions. Passion for engineering, the built environment, and professional services organizations. Benefits: 401(k) Plan Company Match and Profit Sharing (when appropriate) Company Paid Continuing Education Competitive Pay Comprehensive Health and Dental Coverage Employee Assistance Program (EAP) Extended Vision Coverage Flexible Spending Account, Health Savings Account (HSA) Life, Short-Term, and Long-Term Disability Insurance Minimum 3 weeks Paid Time Off (PTO) and Holidays RTD - EcoPass Wellness Reimbursement Perks: Committee Involvement (Innovation, Diversity and Inclusion, Recreation) Community Involvement (Martin/Martin Gives Back Program) Employee Recognition Awards Extensive Employee Events (outings, picnics, golf, and ski days) Four-weeks paid sabbatical after 7 years of employment. Hybrid Work Environment Internal Continuing Education and Training On-Site Workout Facilities PE License Reimbursement Working on the Best Projects Martin/Martin, Inc. is dedicated to the principles of equal employment opportunity. We prohibit unlawful discrimination against applicants or employees on the basis of age 40 and over, color, disability, gender identity, genetic information, military or veteran status, national origin, race, religion, sex, sexual orientation or any other applicable status protected by state or local law. Applicants must be authorized to work for any employer in the U.S. We are unable to offer visa sponsorship for this position at this time. Please note that due to the volume of applications received, we are unable to respond to individual inquiries about the status of your application.