<p><strong>Company Overview</strong></p> <p>Throughout our worldwide network of experts, clients and communities, we are renowned for our leadership in fire protection engineering – a legacy of responsibility we have proudly upheld since 1939. Today, our expertise extends broadly across closely related security and risk-based fields – from accessibility consulting and risk analysis to process safety, forensic investigations, security risk consulting, emergency management, digital innovation and more.</p> <p>Our engineers and consultants collaborate to solve complex safety and security challenges, ensuring our clients can protect what matters most. For over 80 years, we have helped mitigate risks that threaten lives, property and reputations. Through technology, expertise and industry-leading research, we remain dedicated to our purpose of making our world safe, secure and resilient.</p> <p>At Jensen Hughes, we believe that creating and sustaining a culture of trust, integrity and professional growth starts with putting our people first. Our employees are our greatest strength, and we value the unique perspectives and talents they bring to our organization. </p> <p>Our wide range of Global Employee Networks connect people from across the organization, supporting career development and providing forums for individuals to share experiences on topics they're passionate about. Together, we are cultivating a connected culture where everyone has the opportunity to learn, grow and succeed together.</p> <p><strong>Job Overview</strong></p> <p>Jensen Hughes is seeking an experienced <strong>Talent Acquisition Partner</strong> to join our North America team. This role will support priority hiring needs for specialized engineering and technical positions across multiple states in our South region. Candidates should ideally be based in the Mountain, Central or Eastern time zones and be available to collaborate during the hiring team’s core business hours.</p> <p>The Talent Acquisition Partner will own the full recruiting process, from translating hiring requirements into targeted sourcing strategies to engaging and qualifying candidates, coordinating interviews, managing candidate communications, supporting offers, and facilitating successful placements.</p> <p>The ideal candidate is a resourceful, persistent, and data-minded talent acquisition professional who excels at finding specialized, hard-to-reach talent, building credibility with passive candidates, and converting sourcing activity into qualified candidate pipelines.</p> <p><strong>Responsibilities</strong></p> <p><strong>Strategic Sourcing & Talent Pipeline Development</strong></p> <ul> <li>Develop and execute targeted sourcing strategies for priority engineering and technical positions across multiple states in the South region</li> <li>Identify and engage passive candidates through LinkedIn Recruiter, professional associations, industry networks, referrals, and other relevant channels</li> <li>Conduct talent mapping to identify target organizations, geographic talent pools, adjacent industries, and candidates with transferable skills</li> <li>Build and maintain qualified pipelines aligned with current and anticipated hiring needs</li> <li>Create personalized outreach campaigns and test alternative approaches to improve candidate engagement and response rates</li> <li>Refine sourcing strategies based on market conditions, candidate feedback, and pipeline results</li> </ul> <p><strong> Recruiting & Candidate Engagement</strong></p> <ul> <li>Conduct initial outreach and qualification conversations to assess candidates’ experience, career interests, location or mobility considerations, compensation expectations, and alignment with available opportunities</li> <li>Present the Jensen Hughes employee value proposition and provide an accurate, engaging overview of the opportunities</li> <li>Maintain timely, professional follow-up with prospective candidates to sustain engagement and deliver a positive candidate experience</li> <li>Coordinate interviews, manage candidate communications, support offers, and facilitate successful placements while continuing to develop qualified talent pipelines</li> <li>Actively participate in university recruiting efforts, including attending career fairs within the South region</li> </ul> <p><strong> Collaboration & Stakeholder Partnership</strong></p> <ul> <li>Partner with hiring leaders to understand technical requirements, target candidate profiles, hiring priorities, and market constraints</li> <li>Recommend target organizations, professional networks, geographic markets, and sourcing channels based on talent market intelligence</li> <li>Provide concise, regular updates on sourcing activity, pipeline health, candidate feedback, market insights, and barriers to hiring</li> <li>Use hiring leader feedback to refine candidate profiles and adjust sourcing strategies promptly as hiring needs or market conditions change</li> </ul> <p><strong> Data Management & Reporting</strong></p> <ul> <li>Maintain accurate and timely candidate records, outreach activity, qualification notes, and pipeline status in Greenhouse and LinkedIn Recruiter</li> <li>Track and report sourcing metrics, including outreach volume, response rate, qualified-candidate submissions, pipeline conversion, and candidate progression</li> <li>Use sourcing data and market feedback to identify trends, evaluate effe