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Hard To Fill Jobs in Washington (NOW HIRING)

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Hard To Fill information

See Washington salary details

$10

$18

$23

How much do hard to fill jobs pay per hour?

As of Aug 30, 2026, the average hourly pay for hard to fill in Washington is $18.16, according to ZipRecruiter salary data. Most workers in this role earn between $16.35 and $19.62 per hour, depending on experience, location, and employer.

What does 'hard to fill' mean in job postings?

'Hard to fill' refers to job positions that are challenging for employers to recruit for, often due to a shortage of qualified candidates, specialized skill requirements, or unattractive working conditions. These roles may remain open for an extended period and may require extra recruiting efforts or incentives to attract suitable applicants. Sectors with 'hard to fill' jobs often include healthcare, technology, engineering, and skilled trades. Employers may address this by offering higher salaries, better benefits, or training programs to widen the pool of potential candidates.

What are the key skills and qualifications needed to thrive in hard-to-fill roles?

To thrive in hard-to-fill roles, candidates typically need specialized expertise, advanced education or certifications, and significant industry experience relevant to the niche position. Familiarity with specialized software, technical tools, or regulatory requirements specific to the field is often necessary. Exceptional adaptability, problem-solving skills, and the ability to quickly learn and integrate new knowledge set top candidates apart. These attributes are crucial because they enable professionals to excel in complex, high-demand positions where available talent is scarce.

What strategies can candidates use to stand out when applying for hard-to-fill positions?

For hard-to-fill roles, employers often seek candidates with specialized skills or unique combinations of experience. To stand out, tailor your resume and cover letter to highlight relevant achievements and certifications, and be sure to showcase your adaptability and willingness to learn. Networking within your industry and obtaining referrals can also increase your visibility to hiring managers. Demonstrating a genuine interest in the company’s mission and showing how your expertise addresses their specific needs can further strengthen your application.

What is the difference between Hard To Fill vs Medical Assistant?

AspectHard To FillMedical Assistant
Required CredentialsVaries; often specialized certifications or experienceHigh school diploma; certification preferred
Work EnvironmentHealthcare settings, clinics, hospitalsClinics, hospitals, outpatient facilities
Employer & Industry UsageUsed for roles difficult to recruit for due to skill shortagesCommon entry-level healthcare role
Search & Comparison IntentUnderstanding recruitment challenges for healthcare rolesFinding qualified medical assistants

Hard To Fill positions in healthcare, like Medical Assistants, are challenging to recruit due to specific credentials, high demand, and industry competition. While Medical Assistants are generally easier to hire, certain locations or specialties may make the role harder to fill. Recognizing these differences helps employers strategize recruitment efforts effectively.

What are popular job titles related to Hard To Fill jobs in Washington?

For Hard To Fill jobs in Washington, the most frequently searched job titles are:

What job categories do people searching Hard To Fill jobs in Washington look for?

The top searched job categories for Hard To Fill jobs in Washington are:

Hard To Fill jobs near you
Infographic showing various Hard To Fill job openings in Washington as of August 2026, with employment types broken down into 85% Full Time, and 15% Part Time. Highlights an 83% In-person, and 17% Remote job distribution, with an average salary of $37,781 per year, or $18.2 per hour.

Senior Technical Recruiter, Building Controls

Ashburn, VA

Mantis Innovation
Facilities Support Services • 51 - 200 employees
Learn more about Mantis Innovationexternal

Full-time

Medical, Dental, Vision, Retirement, PTO

Re-posted 6 days ago

Job description

About Mantis

We help organizations improve how their buildings perform by bringing together energy, facility operations, and sustainability into one connected approach. At Mantis, our teams work across the full lifecycle of a facility—from planning and design to field execution and long-term asset management—across commercial and industrial portfolios, data centers, and complex mechanical systems.

Our work spans four core areas: Building Controls, Energy Efficiency, Energy Advisory, and Facility Management—covering HVAC/mechanical optimization, BMS/BAS and EPMS controls, lighting system upgrades, energy brokerage, roofing and building envelope assessments, construction management, and more.

Whether you’re in sales, engineering, construction/project management, field operations, corporate, or technology, you’ll play a role in delivering these solutions and helping clients improve facility performance.


SUMMARY

The Senior Technical Recruiter’s mission is to fill hard-to-hire roles across BMS/BAS/EPMS, controls, HVAC, electrical, and related technical fields. This person will actively source candidates, partner closely with hiring managers, and keep pipelines moving with clear next steps. The Senior Recruiter will help the team reduce cost per hire, increase team hiring speed, and maintain consistent talent quality.

OUTCOMES (SCORECARD FOR SUCCESS)
  1. Generate consistent qualified candidate flow for assigned Building Controls roles, with a minimum of 3-5 qualified candidates submitted per open role within the first 10 business days of Intake, sustained through proactive sourcing, referrals, and targeted outreach.
  2. Maintain recruiting velocity by ensuring 95%+ of active candidates have a documented next step, decision, or blocker in Lever within 48-72 hours of meaningful activity, and by driving interview scheduling and feedback turnaround within 48 hours.
  3. Maintain high-quality recruiting data and pipeline visibility by ensuring 100% of candidates have accurate source, ownership, status, disposition, and next steps always documented in Lever.
  4. Achieve time-to-fill average rate of 42 calendar days or less.
  5. Maintain Hiring Success Rate of 90%+ for candidates 12-months post hire.
RESPONSIBILITIES
  • Lead full-cycle recruiting for assigned Building Controls roles from intake through offer, including sourcing, screening, candidate management, hiring-manager coordination, interview execution, and offer-stage handoff.
  • Conduct structured meetings with hiring managers to define role requirements, must-have technical skills, target companies, compensation expectations, location and travel needs, interview process, and urgency.
  • Build and maintain talent maps for Building Controls roles, including target companies, comparable titles, priority geographies, candidate pools, sourcing channels, and recurring skill sets.
  • Execute advanced sourcing strategies using LinkedIn Recruiter, ZoomInfo, referrals, competitor mapping, outreach campaigns, resume databases, and professional networks to generate consistent qualified candidate flow.
  • Screen candidates for technical alignment, role fit, compensation expectations, location and travel readiness, availability, communication style, and interest in Mantis.
  • Present qualified candidates to hiring managers with clear, structured notes on fit, any risks, compensation expectations, location/travel considerations, and recommended next steps.
  • Maintain recruiting velocity by driving timely interview scheduling, feedback collection, and decision-making; escalate delays and remove process blockers to keep candidates moving.
  • Deliver a high-touch candidate experience by maintaining consistent communication, setting clear expectations, providing timely updates, and guiding candidates through each stage of the process while maintaining accurate data and next steps in Lever.
MINIMUM QUALIFICATIONS
  • Experience recruiting for technical, skilled-trade, field, engineering, construction, operations, or other hard-to-fill roles.
  • Demonstrated ability to proactively source and engage candidates.
  • Ability to partner with hiring managers to define role requirements and drive candidates through a structured hiring process.
  • Experience using an applicant tracking system to manage pipelines, track activity, and maintain accurate recruiting data.
  • Strong follow-up discipline with the ability to manage multiple roles and priorities while maintaining urgency, candidate experience, and process consistency.
PREFERRED QUALIFICATIONS
  • Experience recruiting for Building Management Systems (BMS), Building Automation Systems (BAS), building or industrial controls, Electrical Power Monitoring Systems (EPMS), controls engineering and installation, or mission-critical/data center environments.
  • Demonstrated success sourcing and closing candidates for BAS/BMS technicians, controls engineers, application engineers, project managers, service technicians, construction managers, field service specialists, or similar technical roles.
  • Strong proficiency using modern ATS tools (we use Lever) as well as sourcing tools (LinkedIn Recruiter and ZoomInfo).

Note: Employees are held accountable for all duties of this job. This job description is not intended to be an exhaustive list of all duties, responsibilities, or qualifications associated with the position.
 
What else can we offer you?
We offer a fantastic lineup of benefits, including Medical, Dental, Vision, FSA, HSA, 401k Matching, Paid Vacation, Paid Sick, Paid Holidays, Paid Parental Leave, Paid Short Term & Long Term Disability, Tuition Reimbursement, and a flexible hybrid work schedule (for office-based employees). Working at Mantis also brings tremendous professional development opportunities that allow you to make a real impact on both the company and your career!
 
Not sure you meet every single requirement?
Studies show that women and individuals from underrepresented groups often hesitate to apply unless they check every box. At Mantis, we’re committed to building an inclusive and equitable team—so if this role excites you, we’d love to hear from you, even if your experience doesn’t match every single qualification.
 
Mantis Innovation is an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability status, protected veteran status, or any other characteristic protected by law.

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.