Talent Acquisition Specialist

WHERE DETAILS MAKE A MISSION-CRITICAL IMPACT.
MOST RECRUITERS WAIT FOR CANDIDATES TO APPLY.
You go get them. Dura Serv is looking for a Talent Acquisition Specialist who recruits like a hunter, operates like a professional, and treats every open role like it's the only one that matters.

This Is Not a Posting-and-Praying Role.

Dura Serv operates across nine U.S. and Canadian regions, and the field team that drives our revenue — commission-based sales representatives, commercial door and dock technicians, and branch leadership — doesn't fill itself. Every open role is a gap in service delivery or revenue generation. Every day a position stays open costs the business. Every wrong hire costs more.

As a Talent Acquisition Specialist at Dura Serv, you own the full recruitment lifecycle for your assigned roles — from strategy to sourced pipeline to offer accepted. You're not waiting on job boards to deliver. You're building pipelines, working passive candidates, partnering with hiring managers, and closing the right person before a competitor does. You're not a recruiter who does part of the process.

You're a TA professional who owns all of it.

• Build and maintain active talent pipelines for high-priority roles — commission-based Outside Sales Representatives, GC Sales Representatives, Residential Sales Representatives, and Commercial Door & Dock Technicians — before the req even opens.
• Source aggressively through job boards, Linked In, social media, trade schools, referral networks, campus events, and direct passive outreach — not just inbound applicants.
• Act as a brand ambassador in every candidate interaction, representing Dura Serv as an employer of choice in competitive markets where top talent has options.

• Own the full recruitment lifecycle using ADP Workforce Now — job posting, sourcing, screening, coordinating interviews, managing feedback loops, extending offers, and driving candidates to Day 1.
• Partner with hiring managers as a strategic advisor — setting expectations, managing timelines, delivering honest market feedback, and pushing back when the process slows down.
• Fill roles with urgency and precision — the target is under 40 days for priority positions, and you treat that standard as a floor, not a goal.
• Manage high-volume workloads across multiple open requisitions simultaneously without losing quality, detail, or candidate experience.

• Deliver an exceptional candidate experience from first contact through onboarding — every touchpoint reflects on Dura Serv, and you treat it that way.
• Track and report recruiting metrics with discipline — time-to-fill, pipeline health, source effectiveness, and quality of hire are not afterthoughts; they're how you manage your desk.
• Stay agile as priorities shift — when leadership realigns, when a role changes scope, when an urgent opening surfaces, you adjust without losing momentum on the rest of your portfolio.
• Support campus recruiting events and job fairs as scheduled, representing TA with the energy and professionalism that attracts the next generation of Dura Serv talent.

• A hunter by nature — you find candidates others don't, you work passive talent others skip, and you close offers others lose because they waited too long to follow up.
• Process-disciplined — you run a clean desk, maintain accurate ATS records, and follow through on every commitment to every candidate and hiring manager without being reminded.
• Independently driven — you set your own priorities, manage your own workflow, and produce results without constant direction or oversight.
• Agile and adaptable — when the priorities shift (and they will), you pivot without drama and protect the quality of every open role you're working.
• A skilled communicator — with candidates, with hiring managers, and with senior leadership; you deliver honest assessments, manage expectations, and build trust through consistency.
• Commercially literate — you understand what it means to recruit commissioned sales professionals and field service technicians; you can speak to the role, the comp model, and the opportunity in a way that resonates with your target…