Construction Recruiter

Find the best person for the job. Then make sure anyone can see exactly why.

Our client is a US construction and specialty contracting company in Arizona with a real, in-house hiring function. They hire continuously across office, administrative, and remote-eligible roles, and this seat runs the full recruitment cycle for those requisitions: application review, independent phone screens, interview coordination, offer issuance, and a clean handoff to onboarding. The work is finding good people and getting them in front of the right hiring manager quickly.

You will carry two to four open requisitions at a time and work alongside hiring managers and a talent sourcer. You conduct the screens independently, and you make the call on who moves forward at that stage, which is real judgment rather than a handoff. The hiring manager owns the final decision; your recommendation is what they decide from, so a good one carries weight.

The part most applicants underestimate is what makes a good recommendation defensible. Demonstrated working knowledge of US employment law and EEO-compliant interviewing is the single most important qualification here, and it is required rather than preferred, because a strong shortlist is only worth something if every candidate on it was measured the same way. That standard is met or missed in the screen notes you type, not in the intention behind them.

Key Responsibilities

Application Review & Candidate Management

• Review, process and disposition incoming applications across all assigned requisitions
• Keep candidate records accurate and current in the applicant tracking system, with every action documented as it happens
• Evaluate and advance candidates handed off by the talent sourcer, maintaining consistent standards across all sources
• Maintain requisition tracking and report on pipeline status, time-to-fill and screen-to-interview conversion on a regular basis

Phone Screening

• Conduct independent phone screens using role-specific criteria developed in coordination with hiring managers
• Apply consistent question sets across every candidate for a given requisition, with no variation that could create compliance exposure
• Document screen results accurately and completely for every candidate evaluated
• Make clear, well-supported advancement or declination decisions at the screen stage based on documented criteria

Interview Coordination & Hiring Manager Support

• Schedule and coordinate interviews between candidates and hiring managers, managing calendar logistics and sending confirmations to all parties
• Provide hiring managers with written screen summaries, side-by-side candidate comparisons and clear recommendations, while leaving the hiring decision entirely to them
• Respond promptly to hiring manager requests for candidate information, pipeline updates or documentation

Candidate Communication

• Serve as the primary point of contact for all candidates throughout the process: status updates, interview logistics, and timely, professional dispositions for those not moving forward
• No candidate goes without a response. Every person who enters the pipeline receives a clear, professional communication at every stage
• Represent the company well in every interaction, whether advancing or declining a candidate

Offer Letters & Pre-Employment

• Prepare and issue offer letters using company-approved templates, only after receiving written authorization from the hiring manager
• Coordinate pre-employment steps and hand off accepted candidates cleanly to the onboarding team
• Ensure offer documentation is complete, accurate and filed correctly

Compliance & EEO Practices

• Apply US employment law and EEO-compliant practices in every candidate interaction without exception
• Use consistent question sets, document rationale for all advancement and declination decisions, and make no prohibited inquiries at any stage
• Flag any compliance concern, unusual candidate situation or ambiguous hiring manager request to the Recruitment Manager immediately, rather than resolving it independently
• Ensure every requisition can withstand a compliance review because the process was applied evenly and recorded as it happened

• 3 or more years of recruiting experience including candidate screening, interview coordination and applicant management
• Demonstrated working knowledge of US hiring law and EEO-compliant interviewing practices. This is the single most important qualification for this role
• Excellent spoken and written English, confident and professional conducting phone screens with US-based candidates
• Hands-on experience with an applicant tracking system and disciplined, accurate data entry habits
• Availability to work a consistent daily overlap with Arizona business hours (MST)
• Reliable high-speed internet, a quiet dedicated workspace, a quality headset, and a backup internet or power plan
• Strong organizational skills, proactive follow-through, and a habit of documenting decisions as they happen

Nice to have

• Prior recruiting experience supporting US-based employers. US recruitment experience is highly preferred because of the compliance requirements of this role
• Full-cycle recruiting experience from application intake through offer acceptance
• Construction, skilled trades or specialty contracting recruiting background
• Experience recruiting for office, administrative and professional roles in a corporate or agency environment