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Technical Recruiting Manager Jobs in Arizona (NOW HIRING)

HITT Contracting

Craft Recruiting Manager

Phoenix, AZ · On-site

... complex technical construction environments. Candidates without experience recruiting skilled ... Manage fast-moving, high-volume recruiting activity while maintaining strong standards for ...

Flint Holding Company LLC

Recruitment Manager

Glendale, AZ · On-site

$75K - $130K/yr

Focus on designing recruiting strategies that bring candidates of diverse backgrounds into the ... Utilize job boards, social media, search engines, and corporate postings to source both technical ...

Flint Group

Recruitment Manager

Glendale, AZ · On-site

Focus on designing recruiting strategies that bring candidates of diverse backgrounds into the ... Utilize job boards, social media, search engines, and corporate postings to source both technical ...

Verstela

Recruiter (Sales & Recruitment)

Phoenix, AZ

$26 - $32/hr

... managers to strategize staffing solutions, conduct candidate interviews, and provide mentorship and guidance to jobseekers. Unlike technical recruiting roles, you'll spend a large portion of your day ...

Verstela

Business Development Recruiter

Goodyear, AZ

... managers to strategize staffing solutions, conduct candidate interviews, and provide mentorship and guidance to jobseekers. Unlike technical recruiting roles, you'll spend a large portion of your day ...

TSMC

Talent Acquisition Recruiter

Phoenix, AZ

Utilize strong technical recruiting acumen to find and engage top-tier talent, shaping and scaling semiconductor manufacturing teams. * Successfully manage and fill a high volume of requisitions in a ...

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Technical Recruiting Manager information

See Arizona salary details

$47.5K

$141.9K

$180.3K

How much do technical recruiting manager jobs pay per year?

As of Aug 6, 2026, the average yearly pay for technical recruiting manager in Arizona is $141,915.00, according to ZipRecruiter salary data. Most workers in this role earn between $108,600.00 and $168,700.00 per year, depending on experience, location, and employer.

What is the difference between a technical recruiting manager and a hiring manager?

A technical recruiting manager oversees the hiring process for technical roles, including sourcing, screening, and coordinating interviews with candidates. A hiring manager is typically a team leader or department head responsible for making the final hiring decision and managing the new employee's onboarding. The recruiting manager focuses on talent acquisition, while the hiring manager focuses on team needs and role fit.

What are the key skills and qualifications needed to thrive as a technical recruiting manager?

To thrive as a Technical Recruiting Manager, you need expertise in talent acquisition, technical recruiting, team leadership, and a strong understanding of technical roles, typically with a bachelor's degree in HR, business, or a related field. Familiarity with applicant tracking systems (ATS), HR analytics platforms, and certifications such as SHRM-CP or LinkedIn Certified Professional–Recruiter is highly valued. Outstanding interpersonal, negotiation, and strategic planning skills are crucial for building relationships and leading teams effectively. These competencies enable you to attract top technical talent, streamline hiring processes, and align recruitment strategies with organizational goals.

Do technical recruiting managers make a lot of money?

Technical recruiting managers typically earn a competitive salary that varies based on experience, location, and company size. In general, they earn more than entry-level recruiters, with salaries often ranging from $70,000 to over $120,000 annually, especially in tech hubs. They may also receive bonuses and benefits related to their role in talent acquisition and team management.

What are some common challenges faced by technical recruiting managers, and how do they typically overcome them?

Technical Recruiting Managers frequently handle challenges such as competing for top talent in a highly competitive marketplace and keeping up with constantly evolving technical skill requirements. They address these challenges by building strong relationships with hiring managers, staying up-to-date on current technology trends, and continuously improving their sourcing and candidate assessment strategies. Additionally, they leverage data-driven recruiting tools and foster a positive candidate experience to stand out as an employer of choice. Collaboration with technical teams and regularly updating recruitment strategies help them fill specialized roles efficiently and effectively.

What is a technical recruiting manager?

A Technical Recruiting Manager oversees the hiring process for technical roles within a company. They develop recruitment strategies, manage a team of recruiters, and collaborate with hiring managers to identify top talent. Their responsibilities include sourcing candidates, optimizing hiring processes, and ensuring a positive candidate experience. Strong knowledge of technical roles and industry trends is essential for success in this role.

What are popular job titles related to Technical Recruiting Manager jobs in Arizona? For Technical Recruiting Manager jobs in Arizona, the most frequently searched job titles are:
What job categories do people searching Technical Recruiting Manager jobs in Arizona look for? The top searched job categories for Technical Recruiting Manager jobs in Arizona are:
What cities in Arizona are hiring for Technical Recruiting Manager jobs? Cities in Arizona with the most Technical Recruiting Manager job openings:
Technical Recruiting Manager jobs near you
Infographic showing various Technical Recruiting Manager job openings in Arizona as of August 2026, with employment types broken down into 88% Full Time, 11% Part Time, and 1% Contract. Highlights an 84% Physical, 3% Hybrid, and 13% Remote job distribution, with an average salary of $141,915 per year, or $68.2 per hour.

Craft Recruiting Manager

HITT Contracting, Inc.

Phoenix, AZ • On-site

Full-time

Re-posted 15 days ago

Job description

Every day, our team members do amazing things in pursuit of our shared purpose to build trust with our clients, partners, subcontractors, and teammates. No matter your background, education, or career path, if you share our vision to create extraordinary experiences, you belong at HITT.
Craft Recruiting Manager
Job Description:
HITT Contracting is seeking an experienced and highly relationship-driven Craft Recruiting Manager to lead talent acquisition for HITT's self-perform construction business established through the acquisition of Brycon LLC. This position will be based out of HITT's Phoenix, AZ office and will support recruiting efforts across key self-perform markets and project locations throughout the Southwest and beyond. The role reports to HITT's Senior Manager of Recruiting, based at our headquarters outside Washington, DC.
This group specializes in delivering complex self-perform construction services across advanced manufacturing, industrial, mission critical, and high-tech environments. With deep expertise in cleanroom construction, process piping, equipment and tool installation, electrical and mechanical systems, automated material handling systems (AMHS), and other technically demanding scopes, Brycon supports some of the most sophisticated and precision-driven project environments in the industry.
As the business grows across key markets including Phoenix, AZ, Albuquerque, NM, Reno, NV, and Taylor, TX, building a scalable and high-performing skilled trades recruiting function will be critical to supporting operational growth and project execution. The Craft Recruiting Manager will lead recruiting efforts focused on attracting and hiring highly skilled craft professionals across multiple regions and project locations.
Serving as the subject matter expert for craft and skilled trades recruiting, this individual brings direct experience recruiting within industrial construction, self-perform construction, advanced manufacturing, semiconductor, mission critical, or similarly complex technical construction environments. Candidates without experience recruiting skilled trades and craft talent within these industries will not be considered. The ideal candidate understands the realities of craft recruiting, including fast-moving hiring needs, changing workforce demands, and high-volume recruiting activity, while still maintaining a strong focus on candidate experience, relationship-building, and long-term team fit.
As Brycon Self-Perform continues to integrate with HITT's broader people, recruiting, and operations, this individual will help support the evolution of recruiting processes, workforce practices, compensation alignment, compliance standards, systems, and operating models across the self-perform business. Success in the position requires adaptability, strong judgment, and the ability to help build scalable workforce and recruiting practices during a period of active integration and growth. This position is expected to work onsite four days per week, with some travel to project sites and regional markets as business needs require.
HITT, founded in 1937, is one of the nation's top commercial construction companies with more than $13 billion in annual revenue and projects nationwide. Our growth has always been rooted in strong relationships, operational excellence, and a people-first culture. As we continue to expand our capabilities and project portfolio, we remain focused on building exceptional teams that reflect our commitment to quality, innovation, and partnership.
Responsibilities
Craft & Skilled Trades Recruiting
  • Lead full life cycle recruiting for craft and skilled trades positions supporting Brycon Self-Perform operations across multiple regions and project sites
  • Recruit for highly specialized craft and field roles supporting advanced manufacturing and technical construction environments, including process piping, welding, equipment installation, tool installation, electrical and mechanical trades, rigging, fabrication, concrete, and field leadership positions
  • Develop creative and proactive sourcing strategies to identify qualified craft talent in highly competitive labor markets
  • Build strong candidate pipelines through direct sourcing, networking, referrals, trade associations, workforce partnerships, apprenticeship programs, community organizations, and industry events
  • Manage fast-moving, high-volume recruiting activity while maintaining strong standards for candidate experience, hiring quality, and team fit
  • Serve as a knowledgeable and credible representative of Brycon Self-Perform and HITT within skilled trades communities and regional labor markets

Workforce Planning, Vendor Strategy & Operational Partnership
  • Partner closely with operational leaders, superintendents, project leadership, and workforce planning stakeholders to understand labor needs and hiring priorities across active and upcoming projects
  • Develop recruiting strategies aligned with project-specific labor demands and changing workforce needs across regions and project sites
  • Help adapt recruiting processes and approaches to support the realities of field and skilled trades hiring while maintaining alignment with HITT's broader recruiting standards and team culture expectations
  • Provide market intelligence related to labor availability, compensation trends, competitor activity, and hiring challenges across targeted regions
  • Partner with operational leadership to evaluate workforce sourcing strategies across self-perform operations, including direct hire recruiting, temporary labor usage, and external workforce partnerships
  • Build and manage relationships with preferred staffing and labor partners, helping establish consistent expectations around quality, responsiveness, workforce standards, and overall partnership performance
  • Help to standardize labor vendor practices, improve visibility into vendor usage and spend, and support long-term workforce planning efforts
  • Identify opportunities to reduce any overreliance on temporary labor through stronger direct hire recruiting pipelines and more proactive workforce planning

Talent Pipeline Development & Community Engagement
  • Develop partnerships with trade schools, workforce development programs, military transition organizations, apprenticeship programs, and community colleges
  • Represent Brycon Self-Perform and HITT at hiring events, trade association meetings, career fairs, and industry networking opportunities
  • Support the development of sustainable talent pipelines for future workforce needs across self-perform operations

Recruiting Operations, Integration & Workforce Infrastructure
  • Partner with HITT's Southwest business unit and Brycon Self-Perform leadership, HR Business Partners, and cross-functional stakeholders to support the ongoing integration of self-perform workforce practices into HITT's broader people and operational infrastructure
  • Help establish scalable recruiting processes, workforce practices, and talent acquisition standards aligned with HITT's long-term operating model and growth strategy
  • Support alignment of craft and field hiring practices with HITT's compensation philosophy, job structures, compliance standards, and broader team member programs and policies
  • Help bring greater consistency and structure to workforce processes, reporting, recruiting operations, and workforce planning practices across regions and project locations
  • Maintain accurate recruiting activity and candidate data within Workday, UKG, and other recruiting systems as applicable
  • Ensure compliance with hiring practices, employment regulations, and workforce documentation requirements across multiple states and project sites

Collaboration & Team Contribution
  • Partner closely with HITT's broader recruiting organization to align recruiting practices, share market insights, and support enterprise talent initiatives
  • Collaborate with HR Business Partners, Operations, Safety, and project teams to ensure alignment throughout the hiring process
  • Serve as a trusted recruiting partner and advisor across both field and corporate leadership teams

Qualifications
  • Bachelor's degree preferred or equivalent combination of education and relevant experience
  • 5-8+ years of recruiting experience required, including direct experience leading craft and skilled trades recruiting within industrial construction, self-perform construction, semiconductor, advanced manufacturing, mission critical, or similarly technical construction environments
  • Direct experience recruiting for specialized craft and field positions is required; candidates without this experience will not be considered
  • Demonstrated expertise recruiting for hard-to-fill skilled trades positions including electrical, mechanical, process piping, welding, rigging, equipment installation, fabrication, and related field operations roles
  • Strong understanding of skilled trades workforce dynamics, regional labor markets, and craft recruiting strategies within technical construction environments
  • Experience helping build, standardize, or scale workforce processes within growing, evolving, or integrated organizations strongly preferred
  • Strong understanding of workforce compliance, compensation considerations, and operational hiring practices within craft and field-based environments preferred
  • Experience partnering with staffing agencies, labor vendors, or workforce partners within craft or field-based environments strongly preferred
  • Strong sourcing skills including LinkedIn Recruiter, networking, referrals, market mapping, and field/community-based recruiting approaches
  • Ability to build credibility and strong working relationships with field leadership, operations teams, and skilled trades professionals
  • Excellent communication, organization, and relationship management skills
  • Comfortable operating in fast-paced, dynamic environments with changing business priorities
  • Experience working across multiple recruiting systems or HR platforms preferred; Workday and/or UKG experience strongly valued
  • Willingness and ability to travel regularly to project sites and regional markets as business needs require
  • Strong sense of ownership, urgency, adaptability, and follow-through

HITT Contracting is an equal opportunity employer. We are committed to hiring and developing the most qualified individuals based on job-related experience, skills, and merit. All employment decisions are made without regard to race, color, religion, sex, national origin, age, disability, veteran status, or any other protected characteristic. We value a respectful, inclusive workplace where everyone has the opportunity to succeed. HITT Contracting maintains a drug-free workplace, consistent with applicable local, state, and federal laws.

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