Strategic Talent Acquisition Partner

Location
:
This position may be based at any Cleaver-Brooks corporate or field location, with the option for a fully remote or hybrid arrangement for the right candidate who can demonstrate exceptional communication, collaboration, and performance in a virtual environment. Fully remote or hybrid employees are expected to maintain core business hours, and ensure reliable connectivity for virtual collaboration.

Reports To
:
Corporate Talent Team Lead

Strategic Alignment
:
Director, Talent Acquisition & Development

Travel
:
Up to 25% to support hiring events, site visits, workforce development initiatives, and recruiting activities.

Cleaver-Brooks is looking for a Strategic Talent Acquisition Partner to help us take a more proactive approach to finding and engaging the talent our business needs—both today and in the future.

This is not a traditional recruiter role focused solely on managing active requisitions. We're looking for an experienced recruiter and strategic sourcer who enjoys solving difficult talent challenges, finding people others can't, understanding where talent exists in the market, and building relationships and pipelines before a position ever opens.

You’ll serve as a sourcing and talent intelligence resource for our Talent Acquisition team, developing strategies for critical and difficult-to-fill talent, building proactive pipelines, conducting market and talent research, and establishing partnerships that expand our access to talent.

You’ll also remain connected to full‑cycle recruiting by managing a small requisition portfolio and providing additional recruiting support when business needs or team capacity require it.

• Develop proactive sourcing strategies for critical, recurring, specialized, and difficult-to-fill positions.
• Identify and engage passive talent through Indeed, HireEZ, Factory Fix, Handshake, Boolean and X-ray search techniques, professional networks, referrals, industry resources, and other creative sourcing channels.
• Conduct talent‑market research and mapping to understand where talent exists, who employs it, competitive market conditions, and potential barriers to attracting candidates.
• Identify adjacent industries and transferable skill sets that can expand our available talent pools.
• Translate market intelligence into practical recommendations for recruiters, HR partners, hiring leaders, and the business.
• Support priority and difficult-to-fill searches with targeted sourcing and market intelligence.

• Build and maintain proactive pipelines for critical and recurring talent needs.
• Partner with Talent Acquisition, HR, and business leaders to understand anticipated workforce demand and identify where pipelines should be developed.
• Create talent communities and engagement strategies that keep prospective candidates connected to Cleaver-Brooks.
• Develop strategies for capturing, organizing, and re‑engaging prospective talent as opportunities become available.
• Measure pipeline quality, engagement, readiness, and conversion.

• Build relationships with technical schools, trade programs, colleges and universities, workforce development organizations, military transition programs, industry associations, and community partners.
• Support Skill Bridge, military and veteran recruiting, internships, apprenticeships, early‑career programs, and skilled‑trades workforce initiatives.
• Identify new partnerships and talent channels that support current and anticipated workforce needs.
• Represent Cleaver‑Brooks at targeted recruiting, workforce development, educational, military, and industry events.
• Evaluate partnerships based on their ability to generate…