At ENFRA, we blend a rich history with a forward-looking vision. With over 100 years of experience, we are a pillar of stability in the energy infrastructure industry and a leader in innovative energy solutions. Our commitment to leveraging emerging technologies ensures that we remain at the forefront of the Energy-as-a-Service sector.
We believe in growth—not just for our business, but for our people. Our team members have the opportunity to advance their careers in a supportive environment that values continuous learning and development. We embrace innovation and encourage creative problem solving to tackle the energy infrastructure and energy challenges of tomorrow.
Inclusion is at the heart of our culture. We strive to create a workplace where every voice is heard and valued, fostering a collaborative environment where diverse perspectives drive our success.
Join us to be part of a legacy of excellence and a future of groundbreaking advancements. At ENFRA, stability, innovation, and growth are more than just values—they are the pillars of our continued success.
Overview
The Talent Pipeline Recruiter plays a dual-impact role responsible for building and maintaining strong, forward-looking talent pipelines while also deploying quickly to fill high-priority, hard-to-fill, or business-critical roles as needs arise. This role balances proactive sourcing with agile execution, ensuring the organization is never starting from zero when hiring urgency spikes.This recruiter partners closely with Talent Acquisition leadership, hiring managers, and business leaders to anticipate talent needs, engage passive candidates, and step in as a “closer” when speed, precision, and stakeholder confidence are essential.
Responsibilities- Talent Pipeline Development
- Build, maintain, and continuously nurture pipelines for critical, recurring, and future state roles across the organization.
- Identify, research, and engage potential candidates using a variety of sourcing techniques, including Boolean searches, X-ray searches, social media, and professional networks (e.g., LinkedIn, Indeed).
- Conduct initial research on talent data and analytics and provide insights as needed.
- Partner closely with Corporate Recruiters and the Talent Acquisition team to ensure a steady pipeline of qualified candidates for open professional roles.
- Support Corporate Recruiters with sourcing efforts, interview scheduling, offer preparation, and other recruiting activities as needed.
- Develop and maintain sourcing database and talent pipelines for current and future hiring needs.
- Communicate with past applicants regarding new job opportunities and referral programs.
- Assist with posting job advertisements across job boards, social media, and other sourcing channels.
- SWAT Recruiting
- Rapidly deploy to high-urgency, executive-visible, or hard-to-fill requisitions when business needs arise.
- Own full-cycle recruiting for assigned SWAT roles, from intake through offer acceptance.
- Partner closely with hiring managers to clarify role priorities, timelines and success profiles.
- Drive speed without sacrificing quality or candidate experience.
- Act as a trusted advisor during critical searches, providing market insights, compensation guidance, and risk assessment.
- Serve as a flexible resource that can shift focus based on business demand.
- Provide regular updates on pipeline readiness, candidate availability, and market trends.
- Maintain accurate and compliant records in the ATS/CRM.
- Ensure a high-touch, inclusive, and brand-positive candidate experience at all stages.
- #LI-OL1
Required Education and Experience
- Bachelor’s Degree in Human Resources, Marketing, or a similar field.
- 2-4 years of work experience in talent sourcing, corporate recruiting, or a related HR function.
- Proven ability to build and maintain talent pipelines for future hiring needs.
- Experience filling high-priority, niche, or hard-to-fill roles under tight timelines.
- Strong sourcing skills and comfort engaging passive candidates.
- Ability to shift priorities quickly and remain effective in fast-changing environments.
- Experience using ATS and CRM systems to manage pipelines and candidate relationships.
- Possess excellent written and verbal communication skills.
- Excellent networking abilities.
- Detail-oriented and willing to tackle various ongoing projects in a fast-paced environment.
- Ability to multitask and perform duties outside of the scope of work when necessary.
Preferred Education and Experience
- Versed in the industry and the Company’s competitors.
Travel Requirements
- 25% of time will be spent traveling to job site(s)/office location.
Physical Activities
- Remaining in a stationary position, often standing or sitting for prolonged periods
Physical Demands
- Light work that includes adjusting and/or moving objects up to 20 pounds
ENFRA is proud to be an Equal Opportunity Employer of Minorities, Women, Protected Veterans, and Individuals with Disabilities, and participates in the e-Verify program. All qualified applicants will receive consideration for employment without regard to race, creed, color, religion, sex, age, sexual orientation, gender identity, national origin, veteran status, disability, or any other classification protected by law.
Skills Required
- Bachelor’s degree in Human Resources, Marketing, or a similar field.
- 2-4 years of experience in talent sourcing, corporate recruiting, or a related HR function.
- Experience building and maintaining talent pipelines for future hiring needs.
- Experience filling high-priority, niche, or hard-to-fill roles under tight timelines.
- Strong sourcing skills and experience engaging passive candidates.
- Ability to shift priorities quickly in fast-changing environments.
- Experience using ATS and CRM systems to manage pipelines and candidate relationships.
- Excellent written and verbal communication skills.
- Excellent networking abilities.
- Detail-oriented, multitasking, and able to handle various ongoing projects in a fast-paced environment.
- Ability to perform duties outside the standard scope of work when necessary.
- Familiarity with the industry and the company’s competitors.
ENFRA Compensation & Benefits Highlights
The following summarizes recurring compensation and benefits themes identified from responses generated by popular LLMs to common candidate questions about ENFRA and has not been reviewed or approved by ENFRA.
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Fair & Transparent Compensation — Pay is considered fair or decent in some areas, with certain teams or managers seen as providing a good overall package. Compensation can feel appropriately aligned to workload depending on department and role.
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Retirement Support — A 401(k) with employer match is part of the package and is highlighted alongside core benefits. Retirement offerings are perceived as reliable within an otherwise standard benefits mix.
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Leave & Time Off Breadth — Paid time off and paid holidays are included and are viewed as positives alongside other benefits. Time-away policies help bolster overall satisfaction even when other components are seen as average.
ENFRA Insights
What We Do
ENFRA is a national energy infrastructure and Energy-as-a-Service provider delivering vertically integrated engineering, construction, maintenance, asset management, and energy solutions. It serves mission-critical sectors including healthcare, higher education, and data centers, helping clients achieve measurable energy savings, reduce emissions, and build resilient infrastructure nationwide. Its mission is to deliver innovative solutions that empower customers and promote a sustainable future.
