The Engineering Recruiter is a strategic talent partner to our technical and operations leaders, responsible for identifying, engaging, and hiring world-class engineers, estimators, project managers, and other roles across the organization that ensure our designs, estimates and delivery are safe, high-quality, and delivered on time.

Geotechnical work is unique, specific and requires not only the educational background to understand geomechanics, but deep experience in the regional technical challenges where we deliver services.

This role is critical to our long-term talent acquisition strategy to map, connect with and know as much talent in the geotechnical and adjacent industries as possible. We can’t just fill the jobs open today; we also must build a platform that creates successful growth predictably and reliably. We’re looking for more than a recruiter – we’re looking for a builder, a coach, and a partner willing to dive into our effort to mature our organization’s talent capabilities.

You’ll join a high-performance Talent Acquisition and HR team that has improved recruiting results across every part of the business over the last 12 months.

Key Responsibilities

• Partner directly with leadership in Engineering, Field Operations, and our Centers of Excellence [COEs] to define role requirements, success profiles, and hiring priorities.
• Source, assess, and close candidates for engineering, estimation, construction PMO and engineering sales roles at all levels, with a focus on performance, not pedigree.
• Develop deep expertise in GSI’s business, culture, and growth strategy to effectively “sell the mission” to top-tier candidates.
• Manage the full recruiting lifecycle from intake to onboarding, maintaining speed-to-slate and speed-to-submit targets.
• Leverage LinkedIn Recruiter, Greenhouse, ZoomInfo and other tools to build continuous pipelines of high-performing engineers and technical specialists.
• Conduct structured interviews to assess cognitive agility, problem-solving ability, and growth trajectory.
• Drive the development and effectiveness of recruiting for intern and rotational programs that create future engineers and leaders.
• Drive data integrity and performance reporting in Greenhouse; analyze funnel metrics to identify bottlenecks and improve efficiency.
• Collaborate with the Recruitment Marketing team to craft compelling job postings, campaigns, and content that attract exceptional performers.
• Serve as a talent advisor to hiring managers — guiding them toward high-impact hiring decisions and ensuring consistency in selection quality.
• Model GSI’s values: safety, innovation, ownership, teamwork, and operational excellence.

Qualifications

Required:

• 5–10 years of experience recruiting engineers in geotechnical civil or directly adjacent industries.
• High cognitive agility and technical fluency — can evaluate engineering competency even if you aren’t an engineer.
• Track record of building high-caliber, passive candidate pipelines in competitive markets.
• Proven track record of filling hard-to-find technical roles with speed and precision.
• Deep experience developing and maintaining relationships with P&L owners, engineering managers and other critical partners in ways that drive recruiting strategy and tactical success.
• Ability to influence senior hiring managers with data and insight, not emotion.
• Experience with structured interview concepts and tools that drive fast, thorough decision making.
• Familiarity with ATS, CRM and sourcing automation tools.
• Ability to thrive in a fast-moving, high-accountability culture with multiple competing priorities.

Preferred:

• Experience developing AI to create sourcing, messaging or other leverage to build and operate faster.
• Bachelor’s degree in human resources, business, engineering, or related field.
• Strong understanding of behavioral interviewing and competency-based assessment frameworks.
• Experience teaching, guiding and mentoring junior recruiters and sourcers.

Exceptional Candidate Alert – Internal Use (for interview calibration)

Top 10% recruiters for this role will demonstrate:

• High cognitive agility and technical fluency — can evaluate engineering competency without being an engineer.
• Track record of closing high-caliber, passive candidates in competitive markets.

What Success Looks Like

Within 90 days, you will:

• Build trusted relationships with your hiring managers across at least three core engineering disciplines.
• Master the sourcing tools available and create a business case around any others needed to deliver.
• Begin creating talent pipelines for critical open roles.
• Demonstrate measurable progress in speed-to-submit and offer-to-acceptance metrics.

Compensation & Benefits

• Competitive base salary (Denver market range: $115,000-140,000 depending on experience)
• Performance-based annual incentive bonus (up to 15%)
• For the right candidate we will consider relocation and remote work
• Participation in the PE company equity pool
• Comprehensive health, dental, and vision coverage
• 401(k) with company match
• Paid time off and paid holidays