Vice President, Talent Acquisition - Commercial Construction Sector #1510 in Dallas

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Job DescriptionJob Description

Our client, a fast-growing commercial construction and EPC organization, is looking for a strategic, execution-focused Vice President of Talent Acquisition to design and implement a world-class recruiting operation from the ground up. This "player-coach" leader will drive the complete talent acquisition vision, establishing robust processes, technology infrastructure, and performance metrics while managing accountability across hiring leaders and overseeing a blended team of internal recruiters and external partners to ensure exceptional speed and quality of hire for both operational and executive positions.

Primary Accountabilities

• Partner with Marketing and Communications teams on employer branding initiatives to strengthen market presence and enhance the candidate journey.
• Design and deploy a scalable talent acquisition framework that supports ambitious growth targets across construction specialties (including Project Management, Superintendents, Estimating, Safety, Scheduling, and additional field positions).
• Establish SLAs for hiring managers, deliver training and resources, maintain engagement throughout the hiring process, and address roadblocks to sustain momentum.
• Collaborate with Finance and operational leadership on workforce planning initiatives.
• Personally manage executive searches and specialized recruitment efforts for senior leadership and hard-to-fill positions; work in close partnership with C-suite executives and HR Business Partners.
• Embed analytics and measurement: develop comprehensive dashboards tracking time-to-fill, quality-of-hire, pipeline health, offer-acceptance rates, interview-to-hire conversion, recruiter productivity, and overall hiring velocity; leverage data to project future needs and refine sourcing strategies.
• Build and mentor the recruiting function: coach internal talent acquisition professionals; oversee and evaluate RPO/agency partnerships; manage workload distribution and capacity allocation.
• Optimize systems and workflows: assess and upgrade ATS platforms and analytics infrastructure; deploy automation and AI solutions where beneficial.

Requirements

Essential Requirements

• 10+ years of talent acquisition experience with a minimum of 5 years in recruiting leadership roles.
• Bachelor's degree required.
• Proven expertise in contemporary sourcing methodologies, recruitment marketing tactics, and candidate relationship management; practical experience with ATS platforms and HR analytics tools.
• Track record of successful recruitment within commercial construction/EPC environments or similar engineering/industrial sectors.
• Executive presence coupled with superior stakeholder management capabilities; demonstrated ability to excel in dynamic, high-growth, and fluid business environments.
• Deep knowledge of talent acquisition metrics, KPI reporting, and workforce forecasting; proven ability to instill hiring-manager ownership through SLAs and consultative guidance.

Desired Qualifications

• Previous involvement in evaluating or deploying ATS technology solutions.
• Graduate degree and/or professional HR credentials (such as SHRM-SCP, SPHR).
• Entrepreneurial approach with action-oriented mentality and dedication to equitable, inclusive recruitment practices.
• Firsthand experience recruiting EPC executives and establishing talent acquisition functions in rapid-growth organizations.

Benefits

• 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 , skin , , , , , expression, , , protected veteran status, , genetic information, or any other legally protected status.

Commitment to : 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 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.

Compliance with Laws: Both Keller Executive Search and our clients comply with federal, state, and local laws governing nondiscrimination in employment. This policy applies to all employment terms and conditions, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.

Workplace Harassment: Both Keller Executive Search and our clients expressly prohibit any form of workplace harassment based on , skin , , , , or expression, , , genetic information, , or veteran status.

E-Verify Participation: Keller Executive Search and/or our clients may participate in E-Verify. Information about E-Verify participation will be provided during the application process where applicable.

Privacy and Pay Equity:

• California : For more information about the categories of personal information we collect for recruiting and employment purposes, please review our Privacy Policy at www.kellerexecutivesearch.com.
• Colorado, Nevada, New York City, California, and Washington : 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.

Veteran Status: Both Keller Executive Search and our clients provide equal employment opportunities to veterans and comply with applicable state laws regarding veteran preference in employment. If you are a veteran, please inform us during the application process.

Genetic Information: In accordance with federal and state laws, both Keller Executive Search and our clients do not discriminate based on genetic information. We do not request or require genetic information from applicants or employees, except as permitted by law.

Local Laws: Both Keller Executive Search and our clients comply with all applicable local laws and ordinances regarding employment practices in the areas where we operate.

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.

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