Share this job SVGs not supported by this browser. Description Our client is seeking a hands-on, data-driven VP of Talent Acquisition to build and scale a high-performing recruiting function for a rapidly growing construction business (commercial/EPC focus). This “player-coach” will own the TA strategy end-to-end. Standing up processes, tooling, and dashboards; elevating hiring-manager accountability; and leading a hybrid team (internal recruiters, RPO and agency partners) to deliver both speed and quality across leadership and field roles. Key Responsibilities Architect a scalable TA strategy aligned to aggressive headcount plans across construction disciplines (e.g., Project Management, Superintendents, Estimating, Safety, Scheduling, and other field roles). Lead and develop the team: mentor in-house recruiters; direct and measure RPO/agency performance; ensure capacity planning and requisition balancing. Enable hiring managers: set clear SLAs, provide tools/training, drive responsiveness, and escalate bottlenecks to keep hiring on track. Institutionalize data and reporting: build dashboards covering time-to-fill, quality-of-hire, pipeline health, offer-acceptance, interview-to-hire ratio, recruiter productivity, and hiring velocity; use analytics to forecast needs and optimize channels. Process and tooling: improve workflows, evaluate/modernize ATS and analytics stack. Introduce automation/AI where appropriate. Executive and critical hiring: directly run searches for leadership and niche roles; partner closely with senior executives and HRBPs. Employer brand partnership with Marketing/Comms to elevate reach and candidate experience. Workforce planning in collaboration with Finance and business leaders. Requirements Required Qualifications Bachelor’s degree. 10+ years in Talent Acquisition with 5+ years leading recruiting teams. Proven success recruiting in commercial construction/EPC or closely related engineering/industrial contexts. Demonstrated command of TA analytics, KPI dashboards, and workforce planning; track record driving hiring-manager accountability via SLAs and coaching. Expertise in modern sourcing, recruitment marketing, and candidate engagement; hands-on ATS and HR analytics experience Leadership presence with excellent stakeholder management; thrives in fast-moving, high-growth, and ambiguous environments. Preferred Qualifications Advanced degree and/or HR certification (e.g., SHRM-SCP, SPHR). Direct experience recruiting EPC leaders and building TA in hyper-growth settings. Experience evaluating or implementing ATS systems Entrepreneurial, bias-for-action mindset with a passion for inclusive, equitable hiring. Benefits Base salary: $225,000–$250,000; target bonus: 30%. Relocation: Available (lump-sum approach). Benefits: Competitive package expected to include medical, retirement (e.g., 401(k)), and paid parental leave (details to be confirmed with our client). Paid time off: Competitive PTO/leave in line with market norms (specifics to be confirmed during later stages). Equal Employment Opportunity and Non-Discrimination Policy Equal Employment Opportunity Statement: Both Keller Executive Search and our clients are Equal Opportunity Employers. For all positions, whether with Keller Executive Search or our clients, qualified applicants will receive consideration for employment without regard to race, skin color, religion, sex, sexual orientation, gender identity, gender expression, national origin, age, protected veteran status, disability, genetic information, or any other legally protected status. Commitment to Diversity: Keller Executive Search and its clients are committed to fostering a diverse and inclusive work environment where all individuals are valued and respected. 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