Talent Acquisition Manager - Technology

About the Job Here, we partner with forward-thinking organizations in the AEC (Architecture, Engineering, and Construction) industry to push the boundaries of how the built environment is designed and delivered. As the premier full-service management advisory firm exclusively focused on the built world, we combine domain expertise with leading-edge technology strategy to solve real problems at scale. We are seeking a Technology Talent Acquisition Manager to own the end-to-end recruiting and onboarding experience for our engineering and technology teams. You will be responsible for attracting and hiring top-tier software engineers, hardware engineers, and AI/ML engineers who will build the products and platforms shaping the future of the built environment. As the face of our company to technical candidates, you'll shape how people experience us from the first touchpoint through their first week on the team. This is a hands-on individual contributor role reporting to the Managing Director of Delivery. Key Responsibilities Own the full-cycle technical recruiting process: sourcing, screening, technical interview coordination, offer management, and close for software engineering, hardware engineering, and AI/ML roles. Serve as the primary point of contact for all technical candidates, ensuring timely, clear, and professional communication at every stage of the process. Partner with engineering leaders and hiring managers to understand role requirements, develop job descriptions, and align on candidate profiles, technical competencies, and evaluation criteria. Build and maintain a pipeline of qualified technical candidates for current and anticipated future roles across software, hardware, and AI/ML disciplines. Source candidates through multiple channels including technical job boards, LinkedIn, GitHub, Stack Overflow, networking, referrals, engineering meetups, hackathons, and industry communities. Develop and refine technical screening processes, including coding assessments, system design interviews, and technical take-home evaluations, in collaboration with engineering leadership. Design and manage a consistent, high-quality onboarding experience tailored to engineering hires-including development environment setup, codebase orientation, and team integration-that sets new hires up for success from day one. Coordinate onboarding logistics including equipment provisioning, systems and tooling access, training schedules, and first-week programming. Track recruiting metrics (time-to-fill, candidate pipeline health, offer acceptance rates, source effectiveness) and provide regular updates to leadership. Continuously improve recruiting and onboarding processes based on feedback, data, and results. Represent company culture and values authentically to candidates, giving them an accurate and compelling picture of what it's like to build technology here. Stay current on technical recruiting best practices, compensation benchmarks, and competitive dynamics in the market for engineering talent. Requirements 3+ years of experience in technical recruiting or talent acquisition with a focus on engineering roles (software, hardware, AI/ML, or related). Bachelor's degree or equivalent work experience. Demonstrated experience managing full-cycle technical recruiting, ideally in a technology company, professional services, consulting, or high-growth environment. Strong understanding of technical roles, skill sets, and the engineering hiring landscape-you can speak credibly with candidates about software development, systems engineering, machine learning, and related disciplines. Exceptional communication skills-written and verbal-with a high bar for responsiveness and candidate experience. Strong organizational skills with the ability to manage multiple open technical roles and candidates simultaneously without dropping the ball. Experience with applicant tracking systems (Greenhouse, Lever, Ashby, or similar) and technical sourcing tools (LinkedIn Recruiter, GitHub, etc.). A genuine interest in people and technology-you're energized by connecting with engineers and helping them find the right fit. Comfort working autonomously and owning outcomes in a lean, fast-paced environment. Attention to detail and follow-through, especially in coordinating technical interviews and logistics. Professionalism and discretion when handling sensitive information. Preferred Qualifications (A plus, not a requirement) Experience recruiting software engineers, hardware engineers, AI/ML engineers, or data scientists at a technology company or high-growth startup. Familiarity with the AEC (Architecture, Engineering, and Construction) industry, proptech, construction technology, or adjacent sectors. Experience in a high-growth startup environment where speed and quality of hiring are both critical. Background in designing or improving technical onboarding programs. Experience with employer branding, recruiting marketing, or technical community engagement initiatives. Understanding of AI/ML talent markets, including familiarity with common frameworks (PyTorch, TensorFlow), cloud platforms, and the competitive landscape for AI talent. What You'll Gain Ownership of a critical function with direct impact on the company's growth, technical capabilities, and culture. The opportunity to build and refine technical recruiting and onboarding processes from the ground up. Close collaboration with senior leadership and engineering teams, with visibility across the organization. Exposure to the AEC industry, construction technology, and the future of the built environment. A front-row seat to hiring the engineers building products at the intersection of AI, hardware, and the physical world. A culture that values quality over volume and treats candidate experience as a reflection of who we are. Why Us? Every person we hire shapes our culture, our capabilities, and our ability to deliver for clients. We're looking for someone who understands the weight of that responsibility and takes pride in getting it right. You'll have the autonomy to own recruiting and onboarding end-to-end, the trust of leadership to represent us well, and the satisfaction of watching the people you bring in thrive. If you're the person candidates remember fondly-even if they don't get the job-we want to meet you.

Created: 2026-03-10