Remote Recruiter - Strategic Accounts (Skilled Trades)

As the Remote Recruiter for Strategic Accounts at Superior Skilled Trades, your primary responsibilities include proactively sourcing and engaging highly skilled candidates for key client accounts, managing the full recruitment cycle from outreach to onboarding, and collaborating with internal teams to comprehend technical role requirements. This role is ideal for those comfortable in a metrics-driven environment and who can thrive under pressure.

To qualify for the Remote Recruiter - Strategic Accounts position at Superior Skilled Trades, candidates should have 3–5 years of recruiting experience, particularly within engineering roles in construction, manufacturing, energy, or oil & gas sectors. Strong sourcing skills, including proficiency with LinkedIn Recruiter and creative outreach methods, are essential, along with previous contract recruiting experience.

Absolutely! The Remote Recruiter - Strategic Accounts role at Superior Skilled Trades is designed to offer flexibility. While we prefer Texas-based candidates, especially those in Houston or Austin, this position allows you to work remotely, enabling you to manage your work-life balance while engaging with clients and candidates from across the country.

The compensation for the Remote Recruiter - Strategic Accounts position at Superior Skilled Trades ranges from $80,000 to $125,000+, depending on experience and qualifications. Moreover, we offer a comprehensive benefits package that includes paid time off, holidays, and financial wellness resources, ensuring you’re supported both personally and professionally.

At Superior Skilled Trades, we foster a culture of adaptability, urgency, and results. As a Remote Recruiter in the Strategic Accounts Team, you’ll be part of a dynamic environment that encourages collaboration and empowers you to make impactful decisions. We value resourcefulness and high performance, ensuring that everyone contributes to our collective success.

To effectively source candidates as a Remote Recruiter, I leverage various online platforms, especially LinkedIn Recruiter, to identify potential candidates. I also utilize networking, industry-specific job boards, and employee referrals to build a diverse talent pool. I ensure my outreach is personal and tailored, which increases response rates.

Managing the recruitment cycle requires excellent organization and communication skills. I typically establish clear timelines and maintain regular contact with candidates to keep them informed. For onboarding, I work closely with both the candidate and hiring manager to ensure all necessary paperwork and steps are handled timely and efficiently.

I have extensive experience with contract recruiting, having worked with clients to fulfill short-term engagements and specialized roles. This experience has honed my abilities to quickly assess client needs and find the right candidates fast, which is crucial for a high-volume recruiting environment like Superior Skilled Trades.

Aligning recruitment efforts with client hiring goals involves thorough collaboration and understanding of their needs. I usually hold initial discussions to uncover their technical requirements and ideal candidate profiles, and then regularly check in with them throughout the process to ensure we’re on track and capturing what they’re looking for.

One significant challenge is the limited talent pool in specialized skilled trades. I overcome this by expanding my search criteria and utilizing various sourcing techniques, such as direct outreach and partnerships with technical schools, to tap into hidden talent. Continuous learning about industry trends also aids in my recruitment strategies.

Metrics-driven work is crucial for a Remote Recruiter because it allows us to track and assess the effectiveness of our strategies. By analyzing sourcing effectiveness, candidate pipeline health, and overall placement success, we can uncover areas for improvement and adapt our approaches to better serve our clients’ needs.

When candidates are hesitant to accept offers, I prioritize open communication. I take the time to understand their concerns and provide them with additional information about the role, company culture, and potential career growth. Personalization and addressing their specific worries can turn their hesitations into enthusiasm.

Technology plays a pivotal role in my recruitment process; I leverage Applicant Tracking Systems (ATS) for organization, CRM systems for candidate relationship management, and various sourcing tools to streamline my efforts. Utilizing technology not only enhances efficiency but also allows me to focus more on building relationships.

To ensure diversity in the candidate pipeline, I actively seek out candidates from various backgrounds and engage with inclusion-focused networks. I also emphasize market research to uncover diverse sourcing channels, ensuring our talent pool represents a wide array of experiences and perspectives.

During the recruitment process, I employ a structured follow-up method, which involves scheduled check-ins via email or phone to keep candidates engaged and informed. I also send personalized notes to express appreciation for their time and interest, ensuring they feel valued throughout the process.