Technical Recruiter

Founded in 1946, TDIndustries is a premier employee-owned MEP company delivering full-lifecycle building solutions across Texas and the Southwest.

Our Partners are the core of our success, with a FORTUNE-recognized culture of trust, career development, and employee ownership.

Join a growing team where your skills matter, and your future is built to last.

At TDIndustries, we believe opportunity should be built — and shared — by all. Whether you work with tools or technology, in the field or the office, we hire and grow people based on skill, potential, and integrity — never labels. We value the diverse paths that bring people to our team and welcome Partners of all backgrounds, including differences in race, color, religion, sex, gender identity or expression, sexual orientation, age, ability, military service, and more. What matters most is how we work together to build excellence.

Candidate Assessment & Selection

• Lead structured interviews and hands-on skills assessments for apprentice and journeyman-level candidates, serving as the primary evaluator of craft competency, cultural fit, and title/pay placement.
• Provide comprehensive candidate assessment summaries to Talent Acquisition and field supervision.
• Issue conditional employment offers to qualified candidates in coordination with Talent Acquisition, following completion of required assessments and approvals.
• Apply consistent, equitable, and legally compliant evaluation standards across all Construction hiring decisions.
• Support onboarding touchpoints for new craft hires to improve early retention and connection to TDIndustries’ ESOP culture.

Full-Cycle Recruiting (Developed Over Time)

• Manage open requisitions for craft and skilled trade roles, progressing toward ownership of the full recruitment lifecycle: sourcing, screening, interviewing, selection, and offer.
• Collaborate with Talent Acquisition to develop and post job descriptions that accurately reflect craft skill requirements, trade classifications, and the culture of TDIndustries.
• Maintain timely and accurate candidate status updates in iCIMS (ATS), including interview feedback, screen notes, and disposition documentation.
• Learn and apply sourcing strategies including direct outreach, referral networks, trade school pipelines, and industry contacts to build a proactive candidate pool for Construction.
• Coordinate with Talent Acquisition and field leadership on job fairs, career days, and trade school events — representing TDIndustries’ craft career path and ESOP ownership model.

Field Partnership & Workforce Planning

• Partner closely with Director of Field Operations (DOFOs) and field supervision to understand current and future staffing needs, craft position ratios, and workforce development priorities.
• Serve as a bridge between Talent Acquisition and the field — translating field language and expectations into recruiting strategy, and vice versa.
• Coordinate with field leadership, the People team, and QA/QC to continuously improve quality of hire through feedback loops and post-hire evaluation.
• Note: Superintendent and Foreman hiring decisions remain the responsibility of DOFOs; journeyman hiring decisions are made jointly with DOFOs and Talent Acquisition.

Talent Pipeline & Community Engagement

• Support and grow TDIndustries’ relationships with trade programs, apprenticeship organizations, high schools, and workforce development partners in the Dallas-Fort Worth market.
• Represent TDIndustries at industry events, Build Forward apprenticeship initiatives, and community outreach efforts, sharing the story of craft careers and employee ownership.
• Contribute institutional knowledge of the trades to help Talent Acquisition identify, assess, and attract candidates that the broader recruiting team may not be equipped to evaluate independently.

• 3-8 years of hands-on experience in a skilled mechanical trade — HVAC, plumbing, electrical, or related MEP discipline. Prior journeyman-level field experience is strongly preferred and will carry significant weight in the selection process.
• Recruiting or HR experience is a plus but not required — this role is designed to develop those skills from a foundation of trade credibility and field relationships.
• Demonstrated ability to build trust with field supervisors, foremen, and craft workers through shared experience and professional respect.
• Any exposure to talent acquisition, workforce training, apprenticeship coordination, or field leadership (foreman, lead, etc.) will be viewed favorably.