Build What Matters

At Graham, one of North America’s largest general contractors, we don’t just construct buildings, we create spaces that shape lives and strengthen communities. As part of our Buildings division, you will contribute to meaningful projects across the region, from hospitals and schools to entertainment venues and multi-family residences.

Here, your work has purpose. Your safety and growth are supported. And your impact is lasting.

Join a team that builds with commitment, reliability, and integrity. Apply today and help us build what matters.

The Senior Recruiter owns the most complex and business-critical searches within an assigned Graham Buildings US division or business line. This is a full-cycle role, but the expectation extends well past requisition throughput: the Senior Recruiter operates as a talent advisor to hiring leaders, shaping how roles are scoped, how markets are approached, and how hiring decisions get made.

The role sits inside a centralized matrix model. Enterprise Talent Acquisition sets the standards — intake discipline, structured interviewing, scorecards, systems of record, search firm governance, and pay transparency compliance — while execution stays embedded with the business, close to the leaders and the work. The Senior Recruiter is the point where those two things meet, and is accountable for holding the standard while delivering at the pace construction demands.

This position is central to building the divisions talent capability at a moment when the organization is integrating legacy divisions, entering new geographies, and scaling business lines including Mission Critical and Data Center construction.

KEY RESPONSIBILITIES

Full-Cycle Requisition Ownership

• Own end-to-end execution across intake, sourcing strategy, screening, interview coordination, offer construction, and close.
• Carry a portfolio weighted toward director-level, hard-to-fill technical, and field leadership roles — typically 15 to 25 active requisitions depending on complexity mix.
• Sequence and prioritize the portfolio against business criticality rather than requisition age alone, and escalate capacity conflicts early.
• Maintain search-level accountability: when a requisition stalls, diagnose the cause and reset the approach rather than repeating the same motion.

Hiring Manager Partnership

• Run structured intake sessions that produce an agreed role scope, must-have versus nice-to-have criteria, target profile, and realistic timeline before sourcing begins.
• Set market reality with hiring leaders using compensation data, competitor mapping, and supply analysis — including when the answer is that the role as written will not fill.
• Build interview scorecards aligned to enterprise standards and calibrate interview teams before the first candidate is scheduled.
• Facilitate hiring decisions and debriefs, driving to a defensible decision rather than consensus by attrition.

Proactive Sourcing and Pipelining

• Direct-source passive candidates as the primary channel, reducing reliance on external search firms.
• Maintain competitor and market maps for assigned geographies and business lines, refreshed on a defined cadence.
• Build and warm standing talent pools for repeat-hire roles — superintendents, project managers, estimators, preconstruction, and project engineers.
• Support geographic expansion by developing pipelines in new and emerging markets ahead of requisition release.

Candidate Experience and Offer Management

• Hold a consistent communication cadence with every active candidate, including those not moving forward.
• Model and construct offers in partnership with Compensation, and present offers with a clear value narrative.
• Anticipate and strategize counteroffers, and manage pre-start engagement to reduce reneges in a market where they are common.
• Represent GBUS credibly and consistently to the external market as a brand ambassador for the enterprise, not only the division.

Data, Systems, and Process Discipline

• Maintain complete and current requisition and candidate records in the applicant tracking system as a non-negotiable standard.
• Produce pipeline and funnel reporting for hiring leaders, and lead periodic requisition health reviews.
• Adhere to enterprise interview, scorecard, documentation, and pay transparency requirements across all supported jurisdictions.
• Surface process friction and data gaps to Talent Acquisition leadership with a proposed fix, not only the observation.

Team and Enterprise Contribution

• Mentor Recruiters and Recruiting Coordinators on sourcing technique, hiring manager management, and closing.
• Provide surge coverage through the enterprise flex pod when division demand spikes or a critical search requires additional capacity.
• Contribute to employer brand and early career initiatives in partnership with the Early Career Program Manager.
• Engage external search firms only within the Talent Acquisition governance framework, including fee approval requirements.

QUALIFICATIONS

Required:

• Six to eight years of full-cycle recruiting experience, including sustained ownership of senior and hard-to-fill roles is required.
• Three or more years supporting construction, engineering, AEC, or industrial environments is required.
• Demonstrated direct-sourcing capability with evidence of building pipelines independent of external search firms.
• Proficiency with an applicant tracking system and comfort working from pipeline and funnel data.
• Track record of partnering credibly with senior hiring leaders, including productive disagreement.

Preferred:

• Experience supporting multiple states, divisions, or operating companies simultaneously.
• Experience inside a post-merger integration or a newly centralized Talent Acquisition function.
• Exposure to both salaried and craft or field hiring populations.
• Familiarity with prevailing wage, pay transparency, and multi-state employment compliance considerations.

CORE COMPETENCIES

• Business Acumen: Understands construction delivery, project lifecycle, and how staffing decisions affect margin, schedule, and risk.
• Influence Without Authority: Redirects hiring leaders toward better decisions on scope, comp, and candidate slate without positional power.
• Market Intelligence: Maintains a current, specific picture of competitor talent, comp movement, and geographic supply in assigned markets.
• Urgency With Discipline: Moves fast without abandoning structured evaluation, documentation, or compliance standards.
• Ambiguity Tolerance: Operates effectively in a post-merger environment where process, systems, and org structure are still converging.
• Data Fluency: Uses pipeline and funnel data to diagnose stalled searches and to make an evidence-based case to hiring leaders.

WORKING CONDITIONS AND TRAVEL

• Hybrid schedule anchored to the assigned division office, with periodic presence at other office locations.
• Estimated 10 to 20 percent travel to division offices, project sites, and recruiting events.
• Occasional evening and early-morning candidate contact to accommodate field schedules and time zones.
• Periodic exposure to active construction environments; site-appropriate personal protective equipment required.

COMPENSATION 

Salary range in Seattle: $99,000 to $135,000 per year. Salary range in Denver: $95,000 to $130,000.  In accordance with various state laws, this posting includes a specified salary range. The final offer will depend on qualifications as well as relevant skills, experience, and licensure and may be adjusted based on internal equity, budget, candidate experience, and market conditions.