Job description

Meriton is a national team of experts driving HVAC innovation through a network of high-performing companies. From strategy and support to systems and solutions, we work behind the scenes to strengthen operations and build value—for our partners and our people. If you’re looking to make an impact, we’re glad you’re here. At Meriton, you’ll join a team that believes in big ideas, doing great work, and building careers that matter—every step of the way. SUMMARY Owns full-cycle recruiting for assigned Operating Companies across a diverse portfolio of positions, including skilled trades, sales, and operations. Partners with the Talent Strategic Partner and Operating Company hiring managers to prioritize hiring needs based on business demand, requisition volume, and urgency. Maintains the flexibility and recruiting expertise needed to adjust across job functions while delivering consistent recruiting practices and a strong candidate and hiring-manager experience. TRADES RECRUITING Owns full-cycle recruiting for service technicians, apprentices, installers, and other field-based positions. Build sustainable talent pipelines through trade schools, apprenticeship programs, military transition programs, community partnerships, and proactive sourcing. Partners with hiring managers to evaluate technical aptitude, trade-specific qualifications, certifications, and licensing requirements and coordinates ride-alongs, shop visits, or hands-on assessments when appropriate. SALES AND OTHER REQUISITIONS Owns or supports recruiting for sales and operations positions based on regional and organizational hiring needs. Applies a consistent full-cycle recruiting process across all requisition types while adapting sourcing strategies, screening criteria, and candidate engagement approaches to each role. Communicates workload and capacity considerations to the Talent Strategic Partner to support effective prioritization and allocation of recruiting resources. FULL CYCLE EXECUTION Source, screen, and schedule candidates through the ATS for all assigned requisitions. Coordinate interview logistics with Operating Company hiring managers and provide timely candidate feedback. Extend offers within approved parameters and manage the offer-to-start handoff. CANDIDATE AND HIRING MANAGER EXPERIENCE Deliver a responsive, professional candidate experience from first contact through start date. Keep Operating Company hiring managers informed on pipeline status and market realities for their open requisitions. Hand off new hires cleanly to onboarding, including any trade-specific certification or licensing needs. Maintain accurate, up-to-date req and candidate status in the ATS. KPIs Time-to-fill Pipeline volume and quality for trades roles specifically Offer-acceptance rate and early-tenure retention of trades hires Responsiveness/turnaround on flex (non-trades) req assignments PARTNERS WITH Operating Company Hiring Managers — req intake, candidate feedback, interview scheduling Talent Strategic Partner — req prioritization, capacity/flex assignments Talent Development — onboarding handoff, trade certification/licensing tracking Trade schools, apprenticeship & military transition programs — pipeline building REQUIREMENTS 5+ years of full-cycle recruiting experience, with demonstrated success hiring high-volume skilled trades, field service, technician and sales roles across multiple locations. Proven ability to build talent pipelines through trade schools, apprenticeship programs, military transition programs, community partnerships, and proactive sourcing. Experience managing a diverse requisition portfolio and adapting recruiting strategies for skilled trades, sales, operations, and corporate support positions. Proficiency with applicant tracking systems and recruiting metrics, with strong organizational, communication, and hiring-manager partnership skills. Employment practices will not be influenced or affected by an applicant’s or employee’s race, color, religion, sex (including pregnancy), national origin, age, disability, genetic information, sexual orientation, gender identity or expression, veteran status or any other legally protected status. Reasonable accommodations will be made for qualified individuals with disabilities unless doing so would result in an undue hardship. Salary ranges listed are dependent upon a candidate’s qualifications, experience, internal equity, and the budgeted amount for the specific role and location.

Requirements

Must-haves

If you’re looking to make an impact, we’re glad you’re here. At Meriton, you’ll join a team that believes in big ideas, doing great work, and building careers that matter—every step of the way. SUMMARY
Owns full-cycle recruiting for service technicians, apprentices, installers, and other field-based positions.
Build sustainable talent pipelines through trade schools, apprenticeship programs, military transition programs, community partnerships, and proactive sourcing.
Partners with hiring managers to evaluate technical aptitude, trade-specific qualifications, certifications, and licensing requirements and coordinates ride-alongs, shop visits, or hands-on assessments when appropriate.
Owns or supports recruiting for sales and operations positions based on regional and organizational hiring needs.
Applies a consistent full-cycle recruiting process across all requisition types while adapting sourcing strategies, screening criteria, and candidate engagement approaches to each role.
Communicates workload and capacity considerations to the Talent Strategic Partner to support effective prioritization and allocation of recruiting resources.
Source, screen, and schedule candidates through the ATS for all assigned requisitions.
Coordinate interview logistics with Operating Company hiring managers and provide timely candidate feedback.
Extend offers within approved parameters and manage the offer-to-start handoff.
Deliver a responsive, professional candidate experience from first contact through start date.
Keep Operating Company hiring managers informed on pipeline status and market realities for their open requisitions.
Hand off new hires cleanly to onboarding, including any trade-specific certification or licensing needs.
Maintain accurate, up-to-date req and candidate status in the ATS.
Time-to-fill
Pipeline volume and quality for trades roles specifically
Offer-acceptance rate and early-tenure retention of trades hires
Responsiveness/turnaround on flex (non-trades) req assignments
Operating Company Hiring Managers — req intake, candidate feedback, interview scheduling
Talent Strategic Partner — req prioritization, capacity/flex assignments
Talent Development — onboarding handoff, trade certification/licensing tracking
Trade schools, apprenticeship & military transition programs — pipeline building
5+ years of full-cycle recruiting experience, with demonstrated success hiring high-volume skilled trades, field service, technician and sales roles across multiple locations.
Proven ability to build talent pipelines through trade schools, apprenticeship programs, military transition programs, community partnerships, and proactive sourcing.

Nice-to-haves

None flagged.

Application prep

Use the role’s language and application details while tailoring your materials.

Platform: greenhouse
Effort: quick