Senior Recruiter in Boston, Massachusetts at Shawmut Design and Construction

Senior Recruiter

US-MA-Boston

Job ID: 2026-7063
# of Openings: 1
Category: People Strategies Team/Human Resources
Boston

Overview

At Shawmut Design and Construction, we take pride in the culture we’ve built as a 100% employee-owned company—one that’s been recognized with more than 100 Best Place to Work awards. We’ve been honored as a National Fortune Best Workplace, a Fortune Best Workplace for Women, Millennials, and Parents, and one of America’s Best Employers by Forbes—along with numerous regional recognitions across our 15 offices nationwide.

Here’s a glimpse into what we offer:

• Health, Dental, and Vision Insurance.
• Employee Stock Ownership Plan (ESOP) – Be an employee-owner!
• 401(K) with Company Match – Receive a company match up to 4% of your eligible pay.
• Generous Paid Time Off – vacation and sick time, 12 holidays, summer Fridays, and a yearly volunteer day.
• The Extras – Cell phone, laptop, tuition reimbursement, pet insurance, financial planning services, and more.

Responsibilities

We’re looking for a Senior Recruiter who brings that approach—and proven experience recruiting for mission critical construction—to join our team. You’ll own complex, business-critical searches, partner directly with leaders, and help shape how we identify, engage and assess, the talent Shawmut needs.

This role offers the opportunity to influence hiring decisions, build relationships with highly sought-after talent, and strengthen how our recruiting team works. You’ll bring curiosity, conviction, and sound judgment to each search, with the independence to move it forward and the insight to recognize when a different approach is needed.

• Own critical searches from strategy through close. Lead recruiting across levels, balancing immediate hiring needs with longer-term talent pipelines.

• Be a trusted advisor to the business. Understand why a hire matters, help define the right profile, challenge assumptions thoughtfully, and guide hiring teams toward clear, timely decisions.

• Build a sourcing strategy for each search. Identify target companies and talent pools, engage passive candidates, and make purposeful use of direct outreach, employee referrals, recruiting technology, and agency partnerships.

• Give candidates a compelling reason to consider Shawmut. Connect our business, direction, and opportunities to what matters to each person, building credibility through informed conversations and consistent follow-through.

• Bring depth to candidate assessment. Look for evidence against role requirements, help hiring teams ask better questions, and turn interview feedback into well-supported decisions.

• Use market intelligence to shape the approach. Bring insight into competitors, compensation, talent availability, and organizational structures. Recognize obstacles early and adjust when a search is not producing results.

• Lead the offer and closing strategy. Understand candidate motivations, anticipate competing offers and concerns, and partner with stakeholders to navigate compensation and secure acceptance.

• Keep recruiting disciplined and moving. Establish a consistent cadence with hiring teams, use data to surface priorities and risks, and drive accountability for next steps.

• Make the team stronger. Share knowledge, mentor colleagues, and recommend improvements to our tools, processes, and recruiting practices.

Qualifications

Required: demonstrated experience recruiting talent for mission critical construction projects, such as data centers or other technically complex, uptime-sensitive facilities. You understand the talent market, the roles these projects require, and how to engage candidates with relevant experience.

• A minimum of 8+ years of experience recruiting
• A track record of independently delivering complex, difficult-to-fill, or business-critical searches.

• The credibility to advise senior leaders, influence hiring strategy, and respectfully challenge a hiring team when the evidence points in a different direction.

• Strong sourcing and relationship-building skills, including success engaging and closing passive or highly sought-after candidates.

• A thoughtful approach to assessment, with the ability to probe beyond a résumé and connect experience to the demands of the role.

• Strong business judgment and the ability to navigate ambiguity, competing priorities, and sensitive conversations with minimal direction.

• Recruiting operational discipline, comfort using data and technology, and a habit of improving how work gets done.

• A collaborative approach and a willingness to share what you know.