Talent Acquisition Specialist

WHERE DETAILS MAKE A MISSION-CRITICAL IMPACT.

MOST RECRUITERS WAIT FOR CANDIDATES TO APPLY.

You go get them.

DuraServ is looking for a Talent Acquisition Specialist who recruits like a hunter, operates like a professional, and treats every open role like it's the only one that matters.

This Is Not a Posting-and-Praying Role.

DuraServ operates across nine U.S. and Canadian regions, and the field team that drives our revenue — commission-based sales representatives, commercial door and dock technicians, and branch leadership — doesn't fill itself. Every open role is a gap in service delivery or revenue generation. Every day a position stays open costs the business. Every wrong hire costs more.

As a Talent Acquisition Specialist at DuraServ, you own the full recruitment lifecycle for your assigned roles — from strategy to sourced pipeline to offer accepted. You're not waiting on job boards to deliver. You're building pipelines, working passive candidates, partnering with hiring managers, and closing the right person before a competitor does. You're not a recruiter who does part of the process. You're a TA professional who owns all of it.

If you've been the hardest-working person in your TA team — and you want to be somewhere that expects and rewards that — keep reading.

What You'll Own

The Hunt

• Build and maintain active talent pipelines for high-priority roles — commission-based Outside Sales Representatives, GC Sales Representatives, Residential Sales Representatives, and Commercial Door & Dock Technicians — before the req even opens
• Source aggressively through job boards, LinkedIn, social media, trade schools, referral networks, campus events, and direct passive outreach — not just inbound applicants
• Act as a brand ambassador in every candidate interaction, representing DuraServ as an employer of choice in competitive markets where top talent has options
  
  
  

The Execution

• Own the full recruitment lifecycle using ADP Workforce Now — job posting, sourcing, screening, coordinating interviews, managing feedback loops, extending offers, and driving candidates to Day 1
• Partner with hiring managers as a strategic advisor — setting expectations, managing timelines, delivering honest market feedback, and pushing back when the process slows down
• Fill roles with urgency and precision — the target is under 40 days for priority positions, and you treat that standard as a floor, not a goal
• Manage high-volume workloads across multiple open requisitions simultaneously without losing quality, detail, or candidate experience
  
  
  

The Standard

• Deliver an exceptional candidate experience from first contact through onboarding — every touchpoint reflects on DuraServ, and you treat it that way
• Track and report recruiting metrics with discipline — time-to-fill, pipeline health, source effectiveness, and quality of hire are not afterthoughts; they're how you manage your desk
• Stay agile as priorities shift — when leadership realigns, when a role changes scope, when an urgent opening surfaces, you adjust without losing momentum on the rest of your portfolio
• Support campus recruiting events and job fairs as scheduled, representing TA with the energy and professionalism that attracts the next generation of DuraServ talent
  
  
  

Who You Are

You don't need to be managed to be productive. You don't need a full pipeline to feel busy. And you don't confuse activity with results.

• A hunter by nature — you find candidates others don't, you work passive talent others skip, and you close offers others lose because they waited too long to follow up
• Process-disciplined — you run a clean desk, maintain accurate ATS records, and follow through on every commitment to every candidate and hiring manager without being reminded
• Independently driven — you set your own priorities, manage your own workflow, and produce results without constant direction or oversight
• Agile and adaptable — when the priorities shift (and they will), you pivot without drama and protect the quality of every open role you're working
• A skilled communicator — with candidates, with hiring managers, and with senior leadership; you deliver honest assessments, manage expectations, and build trust through consistency
• Commercially literate — you understand what it means to recruit commissioned sales professionals and field service technicians; you can speak to the role, the comp model, and the opportunity in a way that resonates with your target candidate
• A relationship builder — candidates remember you, hiring managers trust you, and the people you place come back to refer others
  
  
  

Requirements

Required

• 4+ years of full-cycle talent acquisition experience — not partial-cycle, not sourcing-only; you've owned every step of the process
• Demonstrated experience recruiting commission-based sales professionals — you understand the profile, the comp structure, and what it takes to close a hunter on a hunter role
• Experience recruiting skilled trades, field service, or technical roles is strongly preferred — technician recruiting requires a different approach than corporate roles and you know the difference
• Proficiency with ATS platforms; ADP Workforce Now experience is preferred
• Proven ability to manage a high-volume, multi-requisition workload with discipline and urgency
  
  
  

Preferred

• Bachelor's degree or equivalent experience — what you've done matters more than where you studied
• Background in industrial services, field service, or construction-related industries
• Experience with campus or trade school recruiting programs
• Familiarity with sourcing tools beyond LinkedIn — job boards, industry networks, social platforms, and creative outreach channels
  
  
  

What's In It For You

• Competitive compensation commensurate with experience
• Full benefits package: medical, dental, vision, and 401K with company match
• Company-provided life insurance, short-term and long-term disability, AD&D
• Paid time off, paid holidays, and paid training
• A seat on an established TA team with direct visibility to the Director of Talent Acquisition
• The autonomy to run your desk your way — as long as the results back it up
• Exposure to every role family in the organization: sales, service, operations, finance, and executive
  
  
  

A Direct Note to the Right Candidate.

If you've been in a TA role where the expectation was to manage job boards and schedule interviews — where sourcing was someone else's job and urgency was optional — this is a different environment.

If you've been the person on your team who filled the hard roles, worked the passive candidates, pushed back on slow hiring managers, and hit your numbers without anyone telling you to — you'll thrive here.

Where details make a mission-critical impact. That's the standard we hold — and the standard we hire to.

APPLY NOW — Show Us What You've Filled and How Fast.

Hit Apply. Tell us what roles you've filled, how you sourced them, and what your average time-to-fill looks like.

Please note: This is NOT a remote or hybrid role. This position is based on-site at DuraServ Corporate in Coppell, TX.

About DuraServ

DuraServ is a national leader in commercial dock and door solutions, operating across the U.S. and Canada since 2001 — and recognized ten consecutive years by the Dallas Business Journal as one of the Top 50 Fastest Growing Businesses in the region. Our Talent Acquisition team is the front line of everything we build.

DuraServ is an Equal Opportunity Employer.

NOTICE TO EXTERNAL RECRUITING AGENCIES & SEARCH FIRMS

DuraServ LLC and its affiliate businesses do not accept unsolicited resumes or candidate profiles from external recruiting/staffing agencies or search firms.

Any resume or candidate information submitted to any DuraServ employee — without a fully executed, written search agreement in place with DuraServ's Talent Management team — will be deemed the property of DuraServ LLC. No placement fee will be owed or paid, now or in the future, regardless of whether the candidate is subsequently hired.

Agencies seeking to be considered as an authorized vendor must have a current, countersigned agreement with DuraServ LLC prior to submitting any candidates. Agencies should not contact hiring managers, regional leadership, or any other DuraServ LLC employee directly.

DuraServ — Building Careers That Move Commerce Forward