Principal Recruiter

The Principal Recruiter is a senior individual contributor responsible for owning hiring outcomes and talent strategy across a designated business unit. This role partners directly with Regional Directors and Sr HRBPs, providing consultative guidance on workforce planning, hiring strategy, and talent market dynamics.Operating with an executive search mindset, the Principal Recruiter delivers high quality, curated candidate slates and influences hiring decisions through data driven insights and structured assessments. The role requires strong technical and operational understanding of the business, enabling effective talent evaluation and ongoing upskilling of the recruiting team.This role offers a high degree of autonomy and ownership, with accountability for business unit hiring outcomes, pipeline health, and overall recruiting performance. The Principal Recruiter is empowered to shape strategy, influence senior stakeholders, and drive meaningful improvements in how hiring is executed across the business.This is a high impact role for a recruiter who wants to operate as a true business partner and drive outcomes at scale.Key ResponsibilitiesEach Principal Recruiter will be aligned to abusiness unitAct as the primary recruiting partner toRegional Directors and Sr HRBPsOwn business unit hiring strategy, workforceplanning alignment, and executionProvide market insights, hiring trends, andstrategic recommendations to leadershipLead staffing reporting in weekly and monthlybusiness reviewsExecutive Search and AdvisoryOperate with an executive search mindset forleadership and critical roles, prioritizing quality over volumeBuild and present curated candidate slateswith structured assessments and clear hiring recommendationsPartner with Regional Directors and Sr HRBPsto define success profiles and calibrate hiring decisionsProvide consultative guidance on talentavailability, compensation positioning, and competitive landscapeElevate candidate presentation standards bydelivering insight driven profiles rather than resume forwardingTechnical Acumen and Capability BuildingDevelop deep understanding of business unitoperations, including building infrastructure, equipment types, and maintenanceworkflowsBuild working knowledge of systems such asrobotics, conveyor systems, controls, and automation equipment relevant to eachbusiness unitTranslate technical and operational conceptsinto clear recruiting strategies and candidate profiles Act as a subject matter expert for assignedbusiness unit, elevating the team’s understanding of roles, environments, andskill requirementsDesign and deliver training sessions,enablement materials, and ongoing coaching to upskill recruiters on technicalknowledge and role requirementsLead regular presentations to recruitingteams and business stakeholders on market insights, technical trends, andhiring strategyRecruiting & Data ReportingManage a reduced requisition load focused onhigh priority, complex, and high throughput sitesSupport critical, hard to fill, andleadership level rolesDrive consistency and quality across hiringprocesses, including interview and selection standardsOwn business unit reporting includingstaffing levels, pipeline health, time to fill, and offer conversionTranslate data into actionable insights todrive performance and decision makingIdentify risks early and implement correctiveactionsOperational Excellence & Team Development and LeadershipCoach and mentor recruiters to improvestakeholder management, technical fluency, and recruiting effectivenessRaise the bar on candidate quality, processdiscipline, and overall team performancePartner with recruiting managers to driveaccountability and continuous improvementOperational ExcellenceStandardize recruiting processes and ensurealignment with recruiting and business expectationsPartner with internal teams includingCandidate Care, People team, and Operations to remove bottlenecksSupport hiring events, launches, and surgehiring needs as requiredBasic QualificationsMinimum 7+ years of full cycle recruitingexperienceExperience supporting high volume and/ortechnical hiring environmentsStrong stakeholder management experience withsenior business leadersPreferred QualificationsExperience within executive search, agencyrecruiting or retained search environment with a focus on consultative hiringsupportExperience supporting engineering,maintenance, or automation related rolesStrong ability to learn and translatetechnical concepts into hiring strategiesExperience building training materials orenabling teamsStrong analytical skills with experience withrecruiting dashboards and data toolsExperience mentoring or leading recruitersTravel RequirementThis role requires minimum 25% travel tosupport business unit alignment, site engagement, hiring events, andstakeholder partnershipSuccess ProfileProven ability to elevate team capability anddrive measurable improvementsStrategic thinker with strong business andoperational acumenAbility to quickly build credibility intechnical environmentsHigh ownership and accountability for resultsStrong communication skills with the abilityto present to senior stakeholdersEqual Employment Opportunity: CBRE is an equal opportunity employer that values diversity. We have a long-standing commitment to providing equal employment opportunity to all qualified applicants regardless of race, color, religion, national origin, sex, sexual orientation, gender identity, pregnancy, age, citizenship, marital status, disability, veteran status, political belief, or any other basis protected by applicable law.Candidate Accommodations: CBRE values the differences of all current and prospective employees and recognizes how every employee contributes to our company’s success. CBRE provides reasonable accommodations in job application procedures for individuals with disabilities. If you require assistance due to a disability in the application or recruitment process, please submit a request via email at recruitingaccommodations@cbre.com or via telephone at +1 866 225 3099 (U.S.) and +1 866 388 4346 (Canada).