Senior Manager Talent Acquisition

Director of Talent Acquisition — Data Center ConstructionAt Weeks Group, our values define how we work, serve our clients, and treat one another:We Answer the Call — Integrity, honesty, trust, and nimbleness.Don’t Take No for an Answer — Persistence, determination, and accountability.We Solve Problems — We are experts who stay on the side of the solution.Expect the Best from Each Other — Teamwork, communication, and ownership.We BTFM — Innovation, high standards, and a disdain for mediocrity.Our purpose is straightforward: We are launching a world class team who solve the hardest data center problems.Employment Type: Full-timeLocation: Remote — United StatesReports To: Chief Executive OfficerTravel: Not routinely required. Optional opportunities are available to visit project sites, attend industry events, and participate in company meetings.The OpportunityWeeks Group is seeking an experienced Director of Talent Acquisition — Data Center Construction to lead recruiting for specialized construction and leadership positions nationwide.This is not a general recruiting position. The successful candidate must understand mission-critical construction, including the differences between greenfield data center construction and brownfield construction inside live, operating facilities.The Director must speak credibly with construction executives, project managers, superintendents, MEP professionals, safety leaders, technical specialists, and field personnel. The ability to understand the substance behind a résumé—not simply match keywords—is essential.The Director will serve as a trusted advisor to the CEO and company leadership while personally leading critical searches.This is initially a hands-on individual-contributor leadership position. The Director will personally source, interview, engage, and close candidates while building the processes and infrastructure needed to support continued growth.What You Will DoLead Talent AcquisitionDevelop a national talent-acquisition strategy aligned with Weeks Group’s project pipeline and growth plans.Meet regularly with the CEO to review hiring priorities, recruiting progress, market conditions, and difficult-to-fill positions.Translate workforce needs into proactive sourcing strategies and advise leadership on compensation, candidate availability, relocation, counteroffers, and hiring timelines.Establish recruiting processes, interview guides, scorecards, reports, and onboarding handoffs.Recommend recruiting technology, advertising channels, search partners, events, and investments while strengthening Weeks Group’s employment brand.Recruit Data Center Construction ProfessionalsRecruit senior, technical, operational, and field professionals for greenfield and brownfield data center projects nationwide.Distinguish genuine mission-critical experience from general commercial, warehouse, or conventional industrial construction.Evaluate experience with ground-up campuses; live-facility renovations, retrofits, expansions, and infrastructure replacements; critical power and mechanical systems; electrical distribution, switchgear, generators, UPS systems, controls, cooling, and building automation; energizations, shutdowns, outages, tie-ins, and cutovers; phased construction, change control, redundancy, and uptime protection; commissioning, integrated systems testing, turnover, and closeout; and safety, QA/QC, scheduling, estimating, procurement, cost control, and project controls.Recruit Project Executives, Program Managers, Project Managers, Superintendents, MEP Managers, Safety and QA/QC Professionals, Commissioning Professionals, Schedulers, Estimators, Project Controls Professionals, and other specialized personnel.Conduct detailed interviews that test actual scope of responsibility, project experience, technical knowledge, leadership ability, employment history, and motivation.Build National Talent PipelinesBuild and maintain a national talent map of experienced data center and mission-critical construction professionals.Identify candidates from contractors, commissioning and engineering firms, equipment providers, owners, developers, hyperscalers, and colocation operators.Source passive candidates through outreach, referrals, industry relationships, associations, conferences, communities, and competitive research.Use advanced Boolean and X-ray searches, saved searches, talent-pool segmentation, project-based searches, and competitor mapping.Develop referral networks, maintain long-term candidate relationships, and build pipelines ahead of project awards and mobilizations.Monitor workforce availability, compensation trends, project announcements, competitive hiring, and talent movement.Deliver an Excellent Candidate ExperienceServe as a knowledgeable, professional, and personable first point of contact for Weeks Group.Build genuine relationships and communicate honestly about positions, expectations, project conditions, compensation, travel, schedules, advancement, and culture.Keep candidates informed and ensure every person is treated with respect, urgency, and professionalism.Coordinate interviews, feedback, references, screening requirements, offers, counteroffer strategy, and onboarding handoffs.Assess relocation, rotations, per diem, project assignments, and other factors affecting acceptance and retention.Follow up with new employees at 30, 60, and 90 days to identify retention risks and improve the recruiting process.Recruiting TechnologyThe Director should have advanced experience with LinkedIn Recruiter, including Boolean searches, projects, Talent Insights, InMail strategy, outreach, and pipeline management.Experience with tools such as LinkedIn Jobs, Indeed, ZipRecruiter, Glassdoor, ConstructionJobs, iHireConstruction, Bullhorn, Greenhouse, Lever, iCIMS, Workday, UKG, ADP, Loxo, SeekOut, hireEZ, Gem, ZoomInfo, Apollo, and Microsoft 365 is beneficial.Experience with every platform is not required; advanced sourcing ability and adaptability are essential.Required QualificationsAt least five years of progressive recruiting or talent-acquisition experience, with meaningful responsibility for construction, engineering, skilled technical, or mission-critical positions.Direct recruiting experience within data center, mission-critical, advanced manufacturing, semiconductor, power, or similarly complex construction environments.Demonstrated understanding of greenfield construction and brownfield work inside live, operating facilities.Ability to speak credibly with construction executives, project managers, superintendents, MEP professionals, safety leaders, and technical candidates.Advanced command of LinkedIn Recruiter, Boolean search, passive sourcing, talent mapping, and direct outreach.Demonstrated ability to fill difficult, confidential, executive, technical, and geographically challenging positions.Strong interviewing, relationship-building, negotiation, writing, and presentation skills.Ability to manage multiple searches independently without sacrificing quality, communication, confidentiality, urgency, or accountability.Confidence and professionalism when advising the CEO and other leaders.Preferred QualificationsExperience recruiting for a national general contractor, mission-critical contractor, construction search firm, hyperscale operator, colocation provider, or data center developer.Experience recruiting teams for rapid mobilizations or large construction programs.Bachelor’s degree in human resources, business, construction management, communications, or a related field; equivalent experience will be considered.SHRM, PHR, SPHR, CIR, AIRS, or similar credentials are beneficial but not required.Who You AreYou are personable, credible, curious about technical details, persistent without being transactional, and an exceptional listener. You find candidates who are not visible through conventional searches, communicate directly, exercise sound judgment, and follow through. You are comfortable working with the CEO, remaining hands-on, and building a scalable talent-acquisition function.Measures of SuccessSuccess will be measured through quality of hire, retention, pipeline strength, priority positions filled, candidate experience, leadership confidence, offer acceptance, time to fill, direct-sourcing results, reporting accuracy, and demonstration of Weeks Group’s values.Compensation and BenefitsBase salary: $130,000–$145,000 annually, based on relevant experience, industry relationships, leadership capability, and demonstrated results.Bonus: Eligible for an annual performance bonus with a target opportunity of 10%–15% of base salary. Eligibility, calculations, and payments are subject to the applicable written incentive plan and company performance.Insurance: Weeks Group pays 100% of the premiums for employee and eligible family medical, dental, and vision coverage, subject to the applicable benefit plans.Retirement: 401(k) Safe Harbor retirement plan available after 90 days of employment.Work arrangement: Full-time and remote.Travel: Not routinely required. Optional project-site visits, conferences, recruiting events, and company meetings are available.Why Join Weeks Group?Work directly with the CEO to shape Weeks Group’s national construction teams and talent-acquisition capabilities. Build recruiting systems, develop a national talent network, and attract the professionals responsible for delivering some of the most complex work in the data center construction industry.Weeks Group is an equal opportunity employer and provides reasonable accommodations in accordance with applicable law.