Talent Acquisition Partner

Department: People Ops/HR

Employment Type: Full Time

Location: Remote - NC

Compensation: $61,000 - $74,000 / year

Location: Charlotte, NC - Remote (candidate will have the flexibility to work from their home office but must reside within Charolette, NC)

Schedule: Full-time:
Exempt

Travel: Less than 25%

ORC (O.R. Colan Associates) is one of the largest right-of-way and land acquisition firms in the country, with more than 50 years in the business. We handle the real estate side of getting major infrastructure built, including acquisition, relocation, and title, for utility and public-sector projects like transmission lines, pipelines, renewables, highways, airports, and rail. Our mission is simple: inspiring confidence in progress.

We're a people-first company that has earned multiple Top Workplaces awards based on our own employees' feedback. We live by a set of values we call The ORC Way: initiative, respect, knowledge, integrity, and social responsibility.

Right of Way is where infrastructure meets innovation—shaping roads, utilities, and communities for the future. At ORC, we offer more than a job—we offer purpose, stability, and growth. You’ll join a team that values collaboration, workplace flexibility, and long‑term opportunity.

Our Talent Acquisition team has one goal: get quality talent in front of hiring managers as fast as possible. As a TA Partner, you'll own searches from intake to accepted offer, on your own. Many of our roles are specialized and field‑based across the country, such as acquisition agents, title professionals, relocation specialists, and project managers. That means you'll regularly work searches where the talent pool is small and the right candidate isn't browsing job boards.

This role is for a recruiter who wants to be trusted with the whole search. You'll need to be a strong assessor, a real partner to hiring managers, and someone who treats every candidate interaction as a reflection of ORC.

• Own requisitions end to end: run intake conversations, build the search strategy, source, screen, manage interviews, and close.
• Source actively across job boards, Linked In Recruiter, Boolean searches, referrals, and your own professional network. Occasionally, you may represent ORC at an industry event when a search calls for it.
• Review applications and run phone and video screens. Decide who's worth advancing, and give hiring managers clear feedback they can act on, not just a forwarded resume.
• Partner with hiring managers on accurate, compliant job descriptions. When a description won't attract the right people, push back constructively.
• Negotiate offers that balance ORC's interests with the candidate's. Manage each offer through the full approval chain, including the Total Rewards internal equity review. When terms are above range or non‑standard, route them with a recommendation attached.
• Keep candidates informed and engaged throughout the process. Every candidate should hear from us, and every interaction should leave a positive impression of ORC.
• Track your own metrics, such as time‑to‑fill, source effectiveness, and conversion rates, and use them to make better decisions.
• Spot friction in your searches, such as approval delays, long interview cycles, or slow feedback, and propose evidence‑based fixes. Contribute to team process improvements.
• Stay current on market trends, salary benchmarks, and competitor hiring practices, and bring those insights back to the team.
• Run a fair, compliant, and inclusive process that builds diverse candidate pools. Keep the ATS clean as the system of record.
• Use AI tools as part of your daily sourcing, screening…