The posting
GeoStabilization International (GSI), Access Limited, and RoadGuard together form a leading infrastructure solutions platform dedicated to protecting people and strengthening critical infrastructure across North America and New Zealand.
GSI is the premier geohazard mitigation firm specializing in emergency slope stabilization, landslide repair, grouting, and micropiles through innovative design-build delivery. Access Limited brings over a century of steep-slope expertise and operates North America’s largest fleet of spider excavators, delivering complex rockfall and geotechnical solutions in the most challenging environments. RoadGuard, founded in 2024, unites industry-leading roadway safety companies providing guardrail, bridge railing, highway signage, fencing, and specialty fabrication services.
Across all our businesses, we are driven by innovation, extreme ownership, technical excellence, and a relentless commitment to measurable results that improve safety and infrastructure resilience.
Location: Westminster, CO Work Schedule: Hybrid – 3 days per week in office
What Will You Do?
As a Talent Acquisition Partner, you will support high-volume hiring for our field crews. You will partner closely with operational leaders to understand workforce needs and recruit traveling construction and skilled-trades professionals across multiple markets.
This is a hands-on, full-cycle recruiting role. You will manage inbound applicants and referrals, but a significant part of your role will be proactively sourcing and engaging qualified candidates. Success in this position requires someone who can create candidate flow—not simply manage the applications that come in.
Our hiring needs move quickly and priorities can change frequently. You'll need to be comfortable managing multiple openings, adjusting your focus based on business demand, and maintaining a high level of candidate quality and communication throughout the process.
How Will You Influence Success?
Sourcing & Pipeline Development
- Actively source qualified candidates through outbound recruiting efforts rather than relying solely on inbound applications.
- Build and maintain pipelines of passive candidates for current and anticipated hiring needs.
- Source through job boards, resume databases, referrals, social media, grassroots recruiting, networking, and other creative channels.
- Develop targeted sourcing strategies for difficult-to-fill roles and markets.
- Quickly review, contact, and disposition inbound applicants and employee referrals.
- Engage candidates through the communication methods that generate the strongest response.
- Identify and maximize grassroots sourcing opportunities within the markets where we hire.
- Participate in career fairs and recruiting events as needed.
Full-Cycle Recruiting
- Conduct candidate screens to evaluate experience, technical qualifications, job requirements, cultural alignment, compensation expectations, travel requirements, and long-term fit.
- Provide hiring leaders with clear recommendations regarding candidate strengths, concerns, and areas to further assess.
- Partner with General Superintendents and other hiring leaders to quickly schedule interviews, gather feedback, make hiring decisions, and extend offers.
- Coordinate an efficient and streamlined interview process while maintaining hiring quality.
- Accurately capture candidate compensation expectations and align candidates with appropriate company pay ranges and technical levels.
- Maintain accurate candidate records, recruiting activity, and comprehensive notes within the Applicant Tracking System (ATS).
Workforce Planning & Recruiting Strategy
- Partner with hiring leaders to understand workforce demand over the next 30–60 days.
- Adjust recruiting priorities and sourcing activity based on changing business needs.
- Manage multiple positions, markets, and hiring timelines simultaneously.
- Track individual and team recruiting KPIs to ensure hiring activity remains on pace.
- Use recruiting data and funnel metrics to identify gaps and determine where additional sourcing activity is needed.
- Participate in continuous improvement initiatives and recommend changes that make our recruiting process more efficient and effective.
Candidate Experience & Onboarding
- Provide a professional, responsive, and high-touch candidate experience from initial contact through start date.
- Communicate transparently with candidates regarding their status, next steps, and any delays in the process.
- Keep candidates engaged and excited throughout the interview, offer, and pre-employment process.
- Coordinate closely with the onboarding team to ensure a smooth handoff and successful start.
- Maintain relationships with new hires and high-potential candidates to support future hiring and referrals.
What Factors Will Determine Your Success?
- 2+ years of recruiting experience in a fast-paced environment, preferably supporting hourly or high-volume hiring.
- Demonstrated experience proactively sourcing candidates and building pipelines—not solely reviewing inbound applications.
- Full-cycle recruiting experience, including intake, sourcing, screening, candidate assessment, interview coordination, offer management, and closing.
- Proven ability to source talent through resume databases, job boards, referrals, grassroots recruiting, social media, networking, and other outbound channels.
- Ability to manage multiple open positions and quickly changing priorities.
- Strong communication and relationship-building skills with candidates and hiring teams.
- Experience using Applicant Tracking Systems, career sites, sourcing platforms, and other recruiting technology.
- Data-driven approach with experience using recruiting KPIs such as time-to-fill, funnel conversion, quality of hire, and retention.
- Strong judgment and the ability to serve as a professional, candid, and trusted partner to candidates and hiring leaders.
- Bachelor's degree or an equivalent combination of education and relevant professional experience.
Preferred Qualifications
- Recruiting experience within construction, engineering, manufacturing, skilled trades, field service, or a similar industry.
- Experience recruiting traveling or geographically dispersed employees.
- Experience developing grassroots sourcing strategies and referral programs.
- Demonstrated success recruiting difficult-to-fill hourly or skilled-trades positions.
- Experience implementing recruiting best practices or improving recruiting processes.
What Success Looks Like
The strongest Talent Acquisition Partners in this role don't wait for candidates to apply. They actively identify talent, initiate conversations, build pipelines, and create candidate flow while effectively managing inbound applicants and referrals.
You'll thrive here if you enjoy sourcing, move with urgency, adapt quickly to changing hiring needs, and take ownership of getting the right people hired while delivering a strong candidate experience.
US pay range for this role.
$60,000—$75,000 USD
Soil Nail Holdings and its subsidiaries are equal opportunity employers. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity or expression, pregnancy, age, national origin, disability status, genetic information, protected veteran status, or any other characteristic protected by law.
