Joe A

Talent Acquisition Partner

P3 Services • Período integral

Sep 2026 - Present • 2 mos

- Lead full-cycle recruiting across Skilled Trades, HVAC, Mechanical, Plumbing, Electrical, Manufacturing, Engineering, Construction, Operations, Logistics, Marketing, Accounting, Finance, HR, IT, Sales, and Corporate functions. - Manage 40–60+ concurrent requisitions, partnering with hiring managers, HRBPs, and executives to prioritize openings and deliver qualified talent. - Drive recruitment from intake through sourcing, screening, interviewing, offer negotiation, approvals, background processes, and onboarding coordination. - Build targeted pipelines using LinkedIn Recruiter, ATS platforms, Boolean sourcing, talent mapping, referrals, job boards, social recruiting, trade schools, workforce programs, career fairs, and professional networks. - Create, redefine, and streamline Talent Acquisition processes, workflows, intake procedures, SLAs, interview practices, and communication standards to improve efficiency and speed-to-hire. - Recruit high-volume skilled trades and specialized professional talent, including difficult-to-fill, technical, confidential, and leadership positions. - Leverage labor-market intelligence, compensation data, talent availability, and competitive insights to advise leadership and support workforce planning. -Track KPIs including Time-to-Fill, Time-to-Hire, Quality of Hire, source effectiveness, offer acceptance, pipeline activity, and hiring-manager satisfaction. -Strengthen candidate experience through structured processes, consistent communication, proactive follow-up, and consultative engagement. -Partner with business leaders to identify recruiting gaps, establish accountability, and implement scalable solutions that improve hiring outcomes and stakeholder satisfaction. -Champion compliant, equitable recruiting practices while strengthening employer brand and sustainable talent pipelines.

Talent Acquisition Partner

Meriton • Período integral

Jun 2026 - Aug 2026 • 2 mos

High-volume, strategic Talent Acquisition leader and player-coach driving full-cycle recruitment, workforce planning, talent pipelines, and staffing strategy across skilled trades, industrial, manufacturing, engineering, construction/craft, HVAC, data centers, field service, transportation (CDL/non-CDL), logistics, sales, administrative, corporate, and technical operations. Manage 50–60 active requisitions from intake, sourcing, screening, interviewing, selection, offer negotiation, and onboarding. Execute targeted Boolean search, digital sourcing, talent mapping, passive candidate engagement, labor-market intelligence, competitive research, and industry networking. Build diverse pipelines through trade schools, workforce programs, military transition initiatives, professional networks, and industry associations. Partner with senior leadership, HRBPs, and hiring managers to align recruiting with current and forecasted workforce needs. Leverage ATS, recruitment analytics, funnel metrics, AI-enabled recruiting technology, and market data to improve hiring speed, quality, and conversion. Mentor recruiters while remaining hands-on with complex, specialized, and difficult-to-fill searches, strengthening candidate experience, employer brand, and hiring outcomes.

Senior Talent Partner

Daikin U.S. • Período integral

May 2024 - May 2026 • 2 yrs

High-volume, strategic Talent Acquisition leader and player-coach driving full-cycle recruitment, workforce planning, talent pipelines, and staffing strategy across skilled trades, industrial, manufacturing, engineering, construction/craft, HVAC, data centers, field service, transportation, logistics, sales, administrative, corporate, and technical operations. Manage 50–60 active requisitions from intake through sourcing, screening, interviewing, selection, offer negotiation, and onboarding. Execute Boolean search, digital sourcing, talent mapping, passive candidate engagement, labor-market intelligence, competitive research, and networking. Build diverse pipelines through trade schools, workforce programs, military transition initiatives, and professional networks. Partner with senior leaders, HRBPs, and hiring managers on current and forecasted staffing needs. Leverage ATS, recruitment analytics, funnel metrics, AI-enabled recruiting technology, and market data to improve time-to-hire, quality of hire, and candidate experience while mentoring recruiters and personally managing complex, difficult-to-fill searches.