Technical Recruiter

Job Title: Technical Recruiter
FLSA Status: Exempt - Salaried
Group: Regular – Full Time
Department: Human Resources
Location: Houston, TX (Hybrid)

About Cooper Machinery Services:
Cooper Machinery Services provides natural gas compression equipment and services to customers globally in the Oil & Gas, Power, Transportation, and Marine sectors. With a proud heritage dating back to 1833, Cooper Machinery Services is the OEM for legendary product lines including Cooper-Bessemer™, Ajax™, Superior™, Gemini, TSI, CSI, Enterprise, and Joy. Headquartered in Houston, TX, but with commercial and services hubs around the world, Cooper Machinery Services provides world-class services to more than 22,000 units in its installed base.
Our strength is our people. Each employee plays an integral role in our success and growth. With a commitment to our vision that strong relationships drive strong results and better business, our people make Cooper Machinery Services legendary.

Job Overview:
The Technical Recruiter is responsible for managing the full-cycle recruitment process for technical roles, such as field service technicians, commissioning engineers, lease compression technicians, mechanical engineers, and project managers. This includes sourcing and screening candidates, conducting interviews, and collaborating with hiring managers to identify top talent, while leveraging industry knowledge to develop targeted recruitment strategies and build strong talent pipelines.

Essential Duties and Responsibilities:

• Full-Cycle Recruitment:

Lead the full recruitment process from job requisition to offer, including sourcing, screening, interviewing, and negotiating offers for technical roles such as field service technicians, commissioning engineers, lease compression technicians, mechanical engineers, project managers, and other specialized positions
Use general job boards (LinkedIn, really, Glassdoor, and Monster) and industry-specific platforms to attract qualified candidates.

• Sourcing Strategy:

Develop and implement innovative sourcing strategies to identify and engage both active and passive technical talent across various channels, including professional networks, technical communities, job boards, and social media.
Leverage niche recruitment platforms and networks specific to the gas engines, compression, and heavy machinery sectors to fill specialized roles effectively.

• Partnership with Educational Institutions:

Build relationships with technical schools and universities to establish a talent pipeline.
Conduct campus recruiting to attract recent graduates and engage with students for future roles, ensuring a flow of new talent into the business.
Create and manage internship programs to develop and evaluate potential candidates for full-time positions.

• Utilize Headhunters and Recruitment Agencies:

Partner with a preferred list of external recruitment agencies and headhunters for hard-to-fill positions.
Act as the point of contact between the agencies and hiring managers, ensuring alignment on hiring needs and managing expectations.

• Stakeholder Collaboration:

Collaborate with hiring managers and HRBPs to understand specific job requirements and develop customized recruiting strategies.
Provide regular updates and reports on recruitment progress and market insights to stakeholders.

• Candidate Experience:

Ensure a positive, transparent, and engaging experience for candidates from the first point of contact to the offer stage and onboarding.
Maintain timely communication with candidates to create a seamless recruitment process and build long-term relationships.

• Recruitment Marketing & Employer Branding:

Collaborate with marketing and HR to enhance Cooper’s employer brand, promoting Cooper Machinery Services as an employer of choice.
Craft compelling and targeted job advertisements to attract highly specialized technical talent.
Organize and participate in recruitment campaigns, career fairs, and technical networking events to expand Cooper’s talent pool.

• Pipeline Development:

Develop and maintain a pipeline of strong technical candidates, ensuring continuous sourcing for current and future needs.
Proactively engage with potential candidates to build long-term relationships for hard-to-fill or niche roles.

• Market Insights & Competitive Benchmarking:

Stay informed about trends in the compression and gas engine industries, including competitive hiring practices, salary benchmarks, and evolving skill requirements.
Use these insights to influence hiring decisions and help hiring managers remain competitive in the talent marketplace.

• Metrics & Reporting:

Track and analyze recruitment data (time-to-fill, candidate conversion rates, quality-of-hire) to identify areas of improvement and optimize recruiting efforts.
Prepare regular recruitment reports and dashboards to update leadership on recruitment progress and performance against key metrics.

Required Qualifications:Technical Industry Expertise:
In-depth knowledge of the compression, gas engines, and mechanical engineering industries, with specific experience in oil & gas, energy, and heavy machinery sectors.
Demonstrated ability to recruit for highly technical and specialized roles in these fields.

Advanced Sourcing Skills:
Proficiency with industry-leading sourcing tools and platforms, such as LinkedIn Recruiter, GitHub, and other niche job boards.
Expertise in sourcing passive candidates and building strong pipelines for future technical roles.

Relationship Management:
Strong communication skills, with the ability to build and maintain relationships with hiring managers, HRBPs, and candidates.
Proven ability to influence stakeholders and guide hiring decisions based on data and market insights.

Candidate Evaluation Expertise:
Experience assessing technical skills, certifications, and qualifications relevant to Cooper’s technical roles, including field service, mechanical, and engineering functions.
Ability to evaluate candidates for both technical and cultural fit within Cooper Machinery Services.

Adaptability & Agility:
Capable of juggling multiple recruitment requisitions in a fast-paced environment, with the ability to pivot quickly based on changing business needs.
Strong decision-making abilities to navigate complex recruitment challenges with creativity and speed.

Data-Driven Decision Making:
Strong analytical skills to track key recruitment metrics, identify trends, and optimize the hiring process.
Proficiency in utilizing Applicant Tracking Systems (ATS) and CRM platforms to manage candidate pipelines and recruitment workflows.

Employer Branding & Talent Attraction:
Ability to create and execute recruitment marketing campaigns that resonate with technical talent, enhancing Cooper's employer brand in the market.
Skilled in organizing recruitment events and building talent communities through networking and engagement.

Negotiation & Offer Management:
Expertise in managing the offer process, from salary negotiations to contract finalization, ensuring competitive and fair compensation that aligns with Cooper’s internal structures. environment

Preferred Qualifications:

• Bachelor’s degree in Human Resources, Business Administration, or a related technical field.
• 3-5 years of experience recruiting for technical roles, ideally within the oil & gas, energy, or manufacturing sectors.
• Familiarity with technical certifications, industry standards, and hiring trends in the compression and gas engines industry.

Cooper Machinery Services is an equal opportunity employer and gives all qualified applicants consideration of employment without regard to race, color, religion, age, sex, sexual orientation, gender identity, genetic information, national origin, disability status, protected veteran status, or any other characteristic protected by federal, state, or local laws.