Job Description

Job Description

Job Description

Senior Talent Acquisition Partner

Company Overview

Polk Mechanical is a recognized leader in the commercial and industrial mechanical construction industry — built on partnerships and driven by performance. As part of the TriplePoint family of companies, Polk continues to experience rapid growth across Texas and beyond. We’re expanding our People Operations and internal Talent Acquisition Agency to support that growth with elite recruiters who understand the business, live the culture, and deliver results.

We are looking for a Senior Talent Acquisition Partner who thrives in a fast-paced, high-performance environment and is ready to play a critical role in building the next generation of leadership within our company.

Role Overview

The Senior Talent Acquisition Partner is a senior-level recruiter responsible for full lifecycle recruiting of construction leadership roles — including Project Executives, Senior Project Managers, Superintendents, and other key operational leaders. This individual will partner directly with business unit leadership and hiring managers to deeply understand the business, anticipate hiring needs, and proactively build pipelines of top talent.

This is a hands-on recruiting role — ideal for someone who has built a strong professional network within the construction industry, brings creative sourcing strategies to the table, and is relentless in the pursuit of finding and closing the right talent.

Key Responsibilities

Strategic Recruiting & Business Partnership

• Partner directly with operational and executive leaders to understand workforce needs, hiring goals, and team dynamics.
• Manage full-cycle recruitment for critical construction leadership roles across multiple markets and subsidiaries.
• Serve as a trusted advisor to hiring managers — influencing decisions through market insights, data, and deep industry knowledge.
• Translate leadership objectives into targeted recruiting strategies and tactical action plans.

Sourcing & Talent Pipeline Development

• Proactively identify, source, and engage high-performing construction leaders through direct outreach, referrals, networking events, LinkedIn, industry associations, and creative sourcing channels.
• Leverage your established industry network to build long-term relationships with passive candidates and future talent.
• Use innovative sourcing techniques to attract candidates from competitors, related industries, and nontraditional channels.
• Continuously expand and maintain a robust talent pipeline for key leadership roles.

Candidate Experience & Selection

• Manage the candidate experience end-to-end: sourcing, screening, interviewing, and closing.
• Represent Polk’s brand and culture authentically, communicating our values of performance, integrity, and partnership.
• Provide transparent and timely feedback to candidates and hiring teams throughout the process.
• Facilitate structured interview processes, ensuring alignment and quality across hiring teams.

Negotiation & Closing

• Lead compensation discussions and offer negotiations with confidence, ensuring alignment with company goals and market competitiveness.
• Use data and judgment to close high-value candidates while maintaining equity and fiscal responsibility.
• Partner with HR and leadership on offers, relocation, and onboarding transition planning.

Collaboration & Team Integration

• Work collaboratively within the internal TA Agency team, sharing sourcing strategies, market insights, and best practices.
• Contribute to continuous improvement initiatives that evolve Polk’s recruiting model and enhance team effectiveness.
• Participate in recruitment marketing, social campaigns, and events to strengthen Polk’s employer brand.
• Support the Director of Talent Acquisition with data-driven feedback, sourcing intelligence, and recommendations for process improvement.

Qualifications

• 8+ years of progressive recruiting experience, with at least 4 years recruiting within construction, engineering, or industrial sectors .
• Proven track record recruiting construction leadership roles — Project Executives, Senior Project Managers, Superintendents, General Foremen, or similar.
• Deep professional network within the mechanical or commercial construction industry.
• Strong knowledge of construction operations, field leadership structures, and project delivery models.
• Demonstrated success using creative sourcing methods to attract passive candidates.
• Exceptional communication and relationship-building skills with both candidates and leaders.
• Highly skilled in offer negotiation, closing strategies, and delivering a world-class candidate experience.
• Results-driven, self-motivated, and thrives in a performance-oriented, team-based environment.
• Proficiency with ATS and sourcing tools (LinkedIn Recruiter, Indeed Resume, social media, CRM platforms).
• Bachelor’s degree preferred; equivalent experience will be considered.

Core Competencies

• Relentless Drive: Refuses to settle — always pursuing the right fit with urgency and precision.
• Business Acumen: Understands how leadership roles drive performance, project outcomes, and profitability.
• Relationship Builder: Builds trust quickly with executives, hiring managers, and candidates.
• Creative Sourcing: Constantly innovates new ways to find and engage talent.
• Negotiation & Influence: Skilled at closing top talent and aligning expectations.
• Growth Mindset: Seeks feedback, learns quickly, and improves continuously.
• Servant Leadership: Supports others, contributes to team success, and embodies Polk’s “Built on Partnerships” philosophy.

Why You’ll Love Working Here

• Work directly with operational and executive leaders who value your input and trust your expertise.
• Be part of a high-performing, people-driven team that’s transforming talent acquisition into a strategic advantage.
• Experience the satisfaction of seeing the leaders you recruit build the future of Polk and its subsidiaries.
• Thrive in a culture that rewards initiative, creativity, and results.
• Competitive compensation, incentive potential, and comprehensive benefits.

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