Back to jobs
tags.new

Talent Acquisition Specialist (Technician Hiring)

Remote - CHQ

Overview

Cobalt Service Partners is looking for a driven and fast-moving Talent Acquisition Specialist (Technician Hiring) to support our rapidly growing partner companies - starting during our busiest season of the year!

This role is ideal for someone who thrives in high-volume recruiting environments, enjoys building processes from the ground up, and knows how to attract skilled trades and technician talent quickly. You’ll play a key role in helping our partner companies scale their field operations by delivering top-tier technician hires across competitive markets.

This is a mission-critical role with significant visibility, ownership, and the possibility of long-term growth within a fast-growing private equity-backed organization.

 

About Cobalt Service Partners

Cobalt Service Partners is building the leading access solutions company in North America. Backed by Alpine Investors, we partner with founder-led businesses specializing in:

  • Commercial doors

  • Access control systems

  • Video surveillance

  • Alarm systems

With 20 partner companies and over 1,000 employees nationwide, we are scaling rapidly while honoring the legacies of the businesses we acquire.

 

Role Responsibilities

  • Build and manage a high-volume technician recruiting pipeline for a fast-growing Southeast partner company

  • Source, screen, and coordinate candidates through the hiring process with urgency and efficiency

  • Partner closely with local leadership and hiring managers to understand hiring needs and ideal candidate profiles

  • Develop creative sourcing strategies for skilled trades and blue-collar talent

  • Utilize trade schools, referrals, social media, local outreach, and job boards to attract talent

  • Write compelling job advertisements that generate quality applicant flow

  • Maintain accurate candidate tracking and pipeline management in Greenhouse

  • Ensure an excellent candidate experience throughout the hiring process

  • Keep hiring workflows organized so no candidate falls through the cracks

What Success Looks Like in 90 Days

  • Establish a consistent pipeline of qualified technician candidates

  • Successfully achieve 25+ hires

  • Build strong trust and credibility with hiring managers and leadership

  • Improve hiring speed and candidate quality across the recruiting process

Must Have

  • Experience recruiting for blue-collar, skilled trades, field service, or high-volume roles

  • Strong sourcing and pipeline-building abilities

  • Excellent communication and organizational skills

  • Ability to work independently in a fast-paced environment

  • Comfortable operating with minimal structure and adapting quickly

  • Experience using an ATS platform (Greenhouse preferred)

  • Strong written communication and job ad writing skills

Nice to Have

  • Experience recruiting for technician or service-based industries

  • Experience supporting PE-backed or high-growth organizations

  • Familiarity with local recruiting channels and workforce development programs

Benefits

  • Competitive compensation

  • Flexible PTO

  • Paid holidays

  • Health, dental, and vision benefits

  • Exposure to a rapidly growing private equity-backed platform

  • Direct collaboration with operational leaders and executives

 

Create a Job Alert

Interested in building your career at Cobalt Service Partners? Get future opportunities sent straight to your email.

Apply for this job

*

indicates a required field

Resume/CV*

Accepted file types: pdf, doc, docx, txt, rtf

Select...
Select...

Voluntary Self-Identification

For government reporting purposes, we ask candidates to respond to the below self-identification survey. Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information that you do provide will be recorded and maintained in a confidential file.

As set forth in Cobalt Service Partners’s Equal Employment Opportunity policy, we do not discriminate on the basis of any protected group status under any applicable law.

Select...
Select...
Race & Ethnicity Definitions

If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows:

A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability.

A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.

An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.

An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.

Select...

Voluntary Self-Identification of Disability

Form CC-305
Page 1 of 1
OMB Control Number 1250-0005
Expires 04/30/2026

Why are you being asked to complete this form?

We are a federal contractor or subcontractor. The law requires us to provide equal employment opportunity to qualified people with disabilities. We have a goal of having at least 7% of our workers as people with disabilities. The law says we must measure our progress towards this goal. To do this, we must ask applicants and employees if they have a disability or have ever had one. People can become disabled, so we need to ask this question at least every five years.

Completing this form is voluntary, and we hope that you will choose to do so. Your answer is confidential. No one who makes hiring decisions will see it. Your decision to complete the form and your answer will not harm you in any way. If you want to learn more about the law or this form, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.

How do you know if you have a disability?

A disability is a condition that substantially limits one or more of your “major life activities.” If you have or have ever had such a condition, you are a person with a disability. Disabilities include, but are not limited to:

  • Alcohol or other substance use disorder (not currently using drugs illegally)
  • Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, HIV/AIDS
  • Blind or low vision
  • Cancer (past or present)
  • Cardiovascular or heart disease
  • Celiac disease
  • Cerebral palsy
  • Deaf or serious difficulty hearing
  • Diabetes
  • Disfigurement, for example, disfigurement caused by burns, wounds, accidents, or congenital disorders
  • Epilepsy or other seizure disorder
  • Gastrointestinal disorders, for example, Crohn's Disease, irritable bowel syndrome
  • Intellectual or developmental disability
  • Mental health conditions, for example, depression, bipolar disorder, anxiety disorder, schizophrenia, PTSD
  • Missing limbs or partially missing limbs
  • Mobility impairment, benefiting from the use of a wheelchair, scooter, walker, leg brace(s) and/or other supports
  • Nervous system condition, for example, migraine headaches, Parkinson’s disease, multiple sclerosis (MS)
  • Neurodivergence, for example, attention-deficit/hyperactivity disorder (ADHD), autism spectrum disorder, dyslexia, dyspraxia, other learning disabilities
  • Partial or complete paralysis (any cause)
  • Pulmonary or respiratory conditions, for example, tuberculosis, asthma, emphysema
  • Short stature (dwarfism)
  • Traumatic brain injury
Select...

PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.