Director Of Talent Acquisition

THIS IS NOT A REMOTE POSITION

The Director of Talent Acquisition will lead Mark III Construction's talent acquisition strategy, with a primary focus on building a scalable, high-performing recruiting function capable of attracting exceptional talent at every level of the organization. This role will personally lead critical director, vice president, and executive searches while serving as a trusted advisor to the CEO, COO, CPO, and business unit leaders on talent strategy, market conditions, compensation, and hiring decisions. The Director will build and develop the Talent Acquisition team, establish best-in-class recruiting processes and technology, and create the metrics and accountability necessary to continuously improve hiring quality, speed, and retention. This leader will also strengthen Mark III's employer brand and external talent partnerships while strategically managing search firms and developing long-term relationships with industry, university, trade school, and apprenticeship talent pipelines. Ultimately, this role will help Mark III build the leadership and workforce necessary to support its continued growth by combining executive search expertise, operational discipline, exceptional candidate experience, and a deeply consultative approach to talent acquisition.

Who we are:

Mark III is a full-service construction company comprised of three complementary business units: M3 MEP, M3 Service, and M3 Components. We support projects from initial concept through long-term maintenance, with specialized expertise in healthcare, higher education, industrial, life science, and technology markets.

Our integrated, big-picture approach allows us to self-perform electrical, HVAC, plumbing, process piping, prefabrication, and MEP design. By consolidating these services under one organization, clients benefit from reduced profit layers, minimized scope gaps, and simplified project schedules-working with a single, accountable partner rather than multiple consultants and subcontractors.

Headquartered in Sacramento, California, Mark III operates throughout California and Nevada. Our state-of-the-art manufacturing facility serves as a centralized hub supporting five core trades: HVAC, mechanical piping, plumbing, electrical, and metal-stud framing. To support our continued growth, we will be relocating from our current combined 62,000 square feet of office and operational space to a new 340,000-square-foot headquarters at 2031 Optisolar Lane, with the move planned for completion by the end of Q2 2026.

Mission:

Leading the Evolution of Construction

Vision: Exposing the World to a New Way to Build

Core Values:

• Teamwork
• Excellence
• Perseverance
• Integrity
• Continuous Improvement

Executive and Senior-Level Search Capabilities

• Personally run director, vice president, and executive searches end to end: scorecard design, market mapping, passive outreach, assessment, reference work, offer construction, and close.
• Build named-person target lists from the actual market - competitors, adjacent industries, manufacturers, and owner organizations - rather than relying on applicant flow.
• Serve as the trusted advisor to the CEO, COO, and business unit presidents on senior hiring: pushing back on unfillable role definitions, calibrating expectations against market reality, and protecting the process from expedience.
• Manage confidential and sensitive searches with discretion, including replacement searches for incumbents still in seat.
• Own offer strategy and negotiation for senior hires in partnership with the CPO and CFO, including counteroffer defense and resignation coaching.

Function build and team leadership

• Lead, coach, and develop the Senior Recruiter and Recruiting & Onboarding Coordinator; set goals, hold standards, build capability.
• Design the operating model for the function: role clarity, requisition ownership, service levels to hiring managers, escalation paths.
• Build the business case and staffing plan for team expansion as hiring volume grows with the strategy.
• Design and deliver interview training for hiring managers across the company so assessment quality does not depend on who happens to be in the room.

External partner panel

• Build and manage a curated panel of retained and contained search firms covering MEP and specialty contracting, industrialized construction and manufacturing, data center and mission-critical, sales leadership, and technology.
• Negotiate commercial terms: fee basis and percentage, payment milestones, replacement guarantees, off-limits provisions, and shortlist service levels.
• Hold firms accountable to performance data, and make evidence-based decisions about when to engage a firm versus source directly.
• Reduce total agency spend as a share of hiring cost over time while improving senior-hire quality.

Employer brand and candidate experience

• Build the "Why Mark III" narrative for senior candidates: industrialized construction, product ownership, a named growth strategy, and a culture worth relocating for.
• Rebuild the careers presence and LinkedIn company positioning, including data center and Components market positioning in partnership with marketing.
• Own the candidate experience end to end and measure it; a declined offer should still produce an advocate.Represent Mark III at industry, trade school, apprenticeship, and university partnerships that build long-term pipeline.

Talent acquisition operations, technology, and data

• Own the TA technology stack - currently Workable transitioning to Miter, plus LinkedIn Recruiter - including configuration for confidential executive search, pipeline reporting, and stage-conversion analytics.
• Build the metrics discipline: define, instrument, and report the funnel from requisition to six-month retention.
• Ensure compliance across California and Nevada requirements, including pay transparency in postings, OFCCP obligations where applicable, and consistent, defensible documentation of hiring decisions.
• Partner with the CPO and Finance on workforce planning, headcount governance, and cost per hire.