Technical Talent Acquisition Manager

About INS Engineering

Founded in 2018 and headquartered in Austin, Texas, INS Engineering is a privately held power systems engineering firm with offices in Houston and Albany, New York. We help utilities, developers, grid operators and data center teams connect new generation, energy storage and large loads to the grid, from studies through commissioning, across all major U.S. power markets.

Our work has supported projects like a 400 MW / 1 GWh battery storage facility in Texas and a 100 MW solar project in Ohio. We're a growing, remote team that regularly gets together in person, guided by three values:
Reliability, Innovation and Commitment. Our senior engineers mentor the next generation, and we stay with clients from kickoff to commissioning.

The Role

INS is growing rapidly, mostly in senior engineering, director and business development roles. As Technical Talent Acquisition Manager, you'll lead that hiring and build the function behind it.

This role starts as an individual contributor with functional ownership of recruiting: you'll run hard-to-fill searches yourself while building the process, tools and metrics a growing firm needs. As hiring grows, it may expand to include leading recruiters.

What You'll DoRecruit for hard-to-fill technical roles

• Run full-cycle searches for senior engineering, director and business development roles, including PE-licensed, protection, SCADA, NERC and commissioning talent.
• Source passive candidates through Linked In Recruiter, referrals, job boards and university and industry events, with broad, inclusive outreach.
• Prepare offers with HR using approved templates and approvals, then hand new hires to HR for onboarding.

Build the talent acquisition function

• Own and optimize Greenhouse recruiting workflows, including requisitions, sourcing pipelines, interview scorecards, approvals and reporting.
• Standardize job descriptions, structured interviews, scorecards and interview kits.
• Recommend recruiting tools, job boards and sourcing channels, track their results, and reduce reliance on agencies.
• Report time to fill, source of hire and cost per hire to leadership.
• Build our employer brand, careers page, referral program and candidate experience.
• As the function grows and new roles are approved, help hire and lead future recruiters and coordinators.

Partner with hiring managers and HR

• Train hiring managers on structured interviewing and compliant offers, including leaving compensation terms to the approved offer.
• Keep hiring compliant with pay transparency, fair hiring, background check, employment eligibility and privacy rules, with accurate records.
• Support other People & Talent projects.

What You Bring Required

• About 5+ years of full-cycle technical recruiting, including in-house at a high-growth company.
• Strong sourcing skills and a record of filling senior, hard-to-fill roles.
• Experience administering Greenhouse or a similar applicant tracking system and building recruiting processes.
• Credibility with senior technical leaders and hiring managers.
• Working knowledge of U.S. hiring compliance, including pay transparency and fair hiring.
• Sound judgment with confidential information.

Nice to have

• Recruiting experience in energy, utilities or power engineering.
• An agency recruiting or sales background, or recruiting experience at a large technology company.
• Experience leading recruiters or coordinators.
• Experience with an HRIS.

Tools you'll use

Greenhouse, Linked In Recruiter, job boards, HRIS and Microsoft 365.

Don't check every box? If you meet most of the requirements and this role excites you, we encourage you to apply.

What Success Looks Like

• First 30 days: You've met leadership and hiring managers, learned INS's services, reviewed open roles and our Greenhouse setup, and started sourcing urgent searches.
• 60 days: You're running priority searches with structured interview kits and scorecards, and reporting basic recruiting metrics.
• 90 days: You've made first hires, standardized offers with HR, reviewed agency terms, and recommended sourcing tools and channels for 2027 hiring.
• 6 months: Hiring managers follow a consistent, compliant process, and direct sourcing is reducing agency spend.
• 12 months: You've filled key senior roles and built a scalable recruiting function that could support additional recruiters if approved.

Where You'll Work

This is a remote role based in the United States, with periodic travel to our Austin headquarters and to hiring and industry events.

Life at INS

We hire good people, give them the tools…