About Us:

Headquartered in Dallas, Texas, Divcon delivers fully integrated automation solutions nationwide that optimize performance, energy efficiency, and reliability across HVAC, lighting, power monitoring, and mission-critical systems. Leveraging advanced technologies - including Allen-Bradley PLCs, Ignition SCADA, and Delta DDC systems - we combine deep technical expertise with field-tested execution to deliver precise, scalable, and high-performance solutions.

About the role:

The Director of Talent Acquisition is responsible for building and leading Divcon’s talent acquisition strategy, team, and processes to support rapid hypergrowth across all business functions. This role oversees the Talent Acquisition Manager and TA Specialists, providing strategic direction, operational excellence, and hands‑on leadership to ensure Divcon consistently attracts, engages, and hires high‑quality talent.

The Director will design, build, and continuously evolve a scalable TA function capable of supporting high‑volume field hiring, skilled trade roles, technical engineering talent, and specialized corporate positions. The role requires deep expertise in high‑growth environments, innovative sourcing strategies, early‑talent partnerships, and the ability to establish strong, trust‑based relationships with executives and operational leaders. The Director ensures that Divcon maintains a competitive edge in the talent market through forward‑thinking strategies, strong pipelines, and an exceptional candidate experience.

Key Responsibilities:

• Talent Acquisition Strategy
• Build and execute a company‑wide talent acquisition strategy tailored for hypergrowth, ensuring TA capacity scales with evolving business needs.
• Partner with executives and departmental leaders to understand workforce plans, skill requirements, and market challenges across field labor, engineering, technical, and corporate functions.
• Design scalable hiring frameworks, interview methodologies, and selection standards that reinforce quality, speed, and consistency.
• Use data, trends, and predictive insights to anticipate hiring needs and recommend proactive talent strategies.
• Build strong, trustworthy, collaborative relationships with operational leaders, executives, and hiring managers.
• Serve as a strategic consultant to leadership on recruiting challenges, talent trends, competitive insights, and hiring process improvements.
• Deliver clear communication, actionable recommendations, and frequent reporting to drive alignment and transparency.

TA Team Leadership & Function Buildout

• Lead, coach, and develop the Talent Acquisition Manager and TA Specialists to form a high‑performing, metrics‑driven recruiting team.
• Assess current TA structure, tools, processes, and workflows; design and execute a full rebuild where needed to support growth and efficiency.
• Establish clear performance expectations, operating rhythms, KPIs, and accountability standards for all TA roles.
• Foster a culture of collaboration, curiosity, continuous learning, and operational excellence within the TA function.

Talent Pipeline Development & Creative Sourcing

• Build innovative, diverse pipelines for skilled field labor, engineers, and technical roles through community partnerships, tradeschools, apprenticeships, universities, and workforce programs.
• Develop scalable sourcing strategies and talent communities for recurring or hard‑to‑fill roles in both high‑volume and specialized environments.
• Establish deep market knowledge and stay ahead of labor trends, competitive pressures, compensation norms, and hard‑to‑find skillsets.
• Drive candidate engagement strategies that strengthen Divcon’s reputation as an employer of choice.

Qualifications:

• Demonstrated success building or scaling a high‑volume recruiting function in a hypergrowth or technical environment.
• Ability to develop strong partnerships and trusted relationships with senior leaders, technical teams, and field operations.
• Proven ability to build early‑talent programs and external pipelines through tradeschools, community organizations, universities, and workforce programs.
• Exceptional communication, influence, and leadership skills with the ability to navigate and drive alignment across multiple stakeholders.
• Strong analytical mindset with the ability to interpret data, identify patterns, and translate insights into TA strategy.
• Knowledge of best‑in‑class sourcing practices, selection processes, and recruiting technologies.

Experience:

• 7+ years of progressive recruiting experience with at least 3 years leading a talent acquisition function.
• Prior experience supporting high‑volume skilled labor hiring and technical/engineering recruitment in a scaling organization.
• Proven experience building TA teams, processes, systems, and strategies to support rapid growth.
• Hands‑on experience with ATS management, recruiting analytics, and workflow optimization.
• Experience creating early‑talent or apprenticeship pipelines strongly preferred.
• Experience in construction, engineering, technical services, manufacturing, or similarly skilled labor industries strongly preferred.

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