Senior Talent Acquisition Partner

WHY LEWIS?

At Lewis, we believe exceptional people build exceptional projects. We are looking for a Talent Acquisition Lead who shares our commitment to Quality, thinks like an owner, and builds trusted partnerships across the business. This is an opportunity to shape how Lewis attracts, assesses, and hires talent while directly influencing the long-term strength of our company.

POSITION SUMMARY

The Talent Acquisition Lead owns and continuously improves the Talent Acquisition function at Lewis. This role partners with leaders across the business to build exceptional teams by attracting, assessing, and securing top talent while delivering an outstanding candidate and hiring manager experience. As a trusted advisor, this person brings market insight, business acumen, and data-informed recommendations to every search, helping leaders make informed hiring decisions that strengthen Lewis for the long term.

Success in this role is measured not by positions filled, but by the caliber of talent hired. The Talent Acquisition Lead prioritizes quality of hire above speed of hire, develops diverse candidate slates, proactively engages passive talent, and champions hiring practices that reflect Lewis values of Safety, Value, Quality, Profitability, Trust & Respect, and Fulfillment.

WHAT EXCEPTIONAL LOOKS LIKE

Ensures Lewis continues to attract and hire top-tier talent aligned with our values and business needs.

Become a highly trusted advisor to leaders and hiring managers.

Creates a candidate experience that encourages applicants to reapply and recommend Lewis to others.

Builds diverse candidate slates and long-term talent pipelines.

Enhances hiring effectiveness across the organization.

PRIMARY FUNCTIONS AND ESSENTIAL RESPONSIBILITIES

Talent Strategy & Hiring Excellence

Partner with leaders to define success profiles, anticipate future workforce needs, and develop talent strategies aligned with business objectives and anticipated skill gaps.

Identify, attract, assess, and secure exceptional talent for professional, leadership, and executive-level roles.

Evaluate candidates against both role requirements and Lewis Values.

Balance urgency with quality, recognizing that quality of hire comes first.

Maintain a high talent bar and advocate for hiring decisions that strengthen the organization long-term.

Provide thoughtful recommendations supported by assessment data, labor market trends, compensation intelligence, talent availability data, and business insight.

Trusted Partnership & Advisory

Develop a deep understanding of Lewis operations, strategy, workforce needs, and business challenges.

Coach hiring managers on interviewing techniques, candidate evaluation, selection decisions, and hiring best practices.

Respectfully challenge assumptions and highlight hiring risks and tradeoffs when appropriate.

Help leaders make confident, informed hiring decisions while reducing administrative burden.

Candidate & Hiring Manager Experience

Deliver an exceptional experience for candidates and hiring managers.

Provide proactive communication and clear expectations throughout the hiring process.

Promote and strengthen Lewis's employment brand and value proposition through every candidate interaction.

Talent Attraction & Pipeline Development

Actively source passive talent and build relationships before positions become available.

Develop talent communities and long-term pipelines aligned with future business needs.

Leverage employee referrals as a strategic source of top talent.

Support employer branding, networking, industry engagement, and recruiting events.

Talent Acquisition Ownership & Innovation

Continuously improve recruiting processes, tools, assessments, and hiring practices.

Use data and feedback to improve hiring outcomes and experiences.

Track and improve quality of hire, hiring manager satisfaction, diverse candidate slates, and new-hire retention.

Partner effectively with external search firms on leadership and specialized searches.

Ensure compliance with applicable laws, policies, and data privacy requirements.

Maintain rigorous candidate tracking, documentation, and follow-through to ensure an exceptional and well-executed hiring process.

REQUIRED QUALIFICATIONS AND EXPERIENCE

Bachelor’s degree or equivalent combination of education and experience.

Seven or more years of in-house corporate recruiting experience within construction, engineering, architecture, manufacturing, or other project-based industries preferred, with demonstrated success hiring high-caliber talent.

Ability to quickly understand technical, operational, and leadership roles and effectively assess candidates against role-specific success factors.

Demonstrated success recruiting for senior-level, highly specialized, and difficult-to-fill positions.

Expertise in candidate assessment, behavioral interviewing, and selection methodologies.

Proven ability to source and engage passive candidates.

Strong business acumen and consultative influencing skills, including a demonstrated ability to build credibility, influence decisions, and effectively navigate competing perspectives among leaders and stakeholders.

Experience using recruiting technologies, sourcing platforms, analytics, and applicant tracking systems.

Excellent assessment, communication, relationship-building, and decision-support skills.

Commitment to continuous improvement and exceptional service.

Highly organized and detail-oriented, with exceptional project management skills and a proven ability to manage multiple concurrent searches with accuracy, responsiveness, and strong follow-through.

Salary Range

$98,000 - $155,000

Salary offered will based on geographic location (Seattle or Portland) and candidate's skills, experience, and industry alignment.