Recruiter | Talent Acquisition Business Partner

Simpson Strong-Tie is a leader in engineered structural connectors, software, and solutions for the building industry. We maintain a reputation as a trusted manufacturer, partner, and corporate citizen committed to our customers and employees.

Our founder, Barc Simpson established 9 Principles of Business we live out as company values and have made Simpson Strong-Tie an inspiring place to work since 1956. Our team of talented people are dedicated to our shared mission: to provide solutions that help people design and build safer, stronger structures.

Learn about our company culture directly from our team .

MAKE AN IMPACT IN THIS ROLE

As a Talent Acquisition Business Partner, you will lead full-cycle recruiting and serve as a trusted advisor to hiring managers across your assigned locations. You will translate business and hiring needs into practical recruiting strategies, build strong candidate pipelines, and guide consistent, equitable selection practices to help the organization hire the right talent at the right time.

You will recruit across a diverse portfolio of roles, from high-volume hourly and skilled positions to professional, leadership, senior-level, and hard-to-fill talent. Using market insights, recruiting data, technology, and strong stakeholder partnerships, you will help improve hiring outcomes and create a positive experience for candidates and hiring teams. While primarily supporting an assigned region, you will also partner with Talent Acquisition, Human Resources, and business leaders across North America as business needs require.

WHAT YOU'LL DO (% OF TIME)

70% | Full-Cycle Recruiting & Hiring Partnership

• •Lead full-cycle recruiting for hourly production, warehouse, distribution, skilled-trades, professional, technical, leadership, senior-level, and difficult-to-fill positions across assigned Ohio locations.
• •Own each search from intake through accepted offer, including recruiting strategy, sourcing, screening, assessment, interview planning, candidate communication, selection support, and offer partnership.
• •Conduct comprehensive intake discussions to clarify the business need, required and preferred qualifications, success profile, target talent, market considerations, interview approach, and hiring timeline.
• •Develop and execute role-specific sourcing strategies using direct outreach, passive talent sourcing, LinkedIn Recruiter, Indeed, referrals, professional networks, schools, community partnerships, hiring events, talent pipelines, and other relevant channels.
• •Use recruiting expertise, market conditions, pipeline data, and candidate feedback to advise and influence hiring managers throughout the search.
• •Appropriately challenge unclear requirements, assumptions, timelines, selection criteria, compensation alignment, or process steps that may unnecessarily limit the talent pool or delay hiring outcomes.
• •Assess candidates consistently against documented required and preferred qualifications, relevant accomplishments, and the capabilities needed for success in the role.
• •Present qualified candidates with clear, objective recommendations and facilitate productive slate-review and debrief discussions.
• •Guide hiring managers in structured, behavior-based, consistent, and equitable interviewing and selection practices.
• •Maintain timely, transparent communication with candidates and hiring teams while providing a professional and inclusive candidate experience.
• •Manage multiple concurrent searches, set clear expectations, identify risks early, and adjust recruiting strategies when results or market conditions indicate a different approach is needed.
• •Partner with hiring managers and HR partners throughout the recruiting process to drive timely decisions, coach on recruiting and selection best practices, and balance hiring urgency, candidate quality, candidate experience, and business needs.

20% | Talent Pipelining & Market Insights

• •Partner with hiring managers and HR partners to understand upcoming hiring needs and roles that may be opening so recruiting can prepare before a requisition becomes urgent.
• •Research the talent market to understand candidate availability, where qualified talent can be found, local competition, pay expectations, and potential challenges in filling roles.
• •Build and maintain candidate pipelines for anticipated, recurring, difficult-to-fill, and business-critical positions.
• •Identify the most effective sourcing approaches, channels, professional networks, schools, community organizations, and workforce partners for different roles and candidate populations.
• •Use market insights, sourcing results, and candidate feedback to recommend adjustments to role requirements, sourcing strategies, compensation considerations, or timelines when the current approach is not producing the right talent.

10% | Technology, Process Improvement & Compliance

• •Use Workday Recruiting and available talent technology, including HiredScore, Paradox, LinkedIn Recruiter, and Indeed, to manage workflows, strengthen sourcing, maintain accurate data, and improve the hiring experience.
• •Maintain complete and accurate recruiting records, status updates, disposition information, and documentation in accordance with company practices and applicable requirements.
• •Use recruiting results to identify delays, improve outcomes, and reinforce agreed-upon responsibilities with hiring partners.
• •Identify and recommend improvements to processes that create unnecessary delays, administrative burden, inconsistency, or poor candidate and hiring-manager experiences.
• •Support Talent Acquisition projects, process enhancements, and technology adoption that improve consistency, efficiency, and scalability.
• •Apply applicable employment laws, company policies, and equitable hiring practices throughout the recruiting and selection process.

SKILLS AND EXPERIENCE | WHAT YOU'LL BRING

REQUIRED QUALIFICATIONS, TECHNICAL SKILLS, AND KNOWLEDGE

• •Bachelor’s degree or an equivalent combination of education and directly relevant experience.
• •Five or more years of full-cycle recruiting experience, including direct sourcing and independent ownership of searches from intake through accepted offer.
• •Experience recruiting hourly, professional and difficult-to-fill roles.
• •Demonstrated ability to act as a trusted hiring partner by coaching leaders on recruiting and selection best practices, influencing decisions, appropriately challenging requirements or processes, and partnering with hiring managers and HR to prepare for upcoming hiring needs.
• •Proven ability to develop proactive sourcing strategies, engage passive candidates, and build pipelines.
• •Strong judgment, communication, and relationship-building skills, with the ability to manage competing priorities and keep hiring leaders and candidates informed.
• •Experience using an applicant tracking system and sourcing tools, along with working knowledge of employment laws and fair, consistent hiring practices.

PREFERRED QUALIFICATIONS, TECHNICAL SKILLS, AND KNOWLEDGE

• •Experience recruiting in manufacturing, distribution or another multi-site operational environment.
• •Experience recruiting skilled trades, engineering, sales, operations leadership, or other specialized roles.
• •Experience using Workday Recruiting, HiredScore, Paradox, LinkedIn Recruiter, Indeed, or comparable recruiting tools.
• •Experience supporting multiple locations

TRAVEL

This position requires domestic travel up to 10% of the time

WORK STATUS & LOCATION

Full-Time, Hybrid, located in Columbus, Ohio. Requires a minimum of two days per week in the office, with the remaining days eligible for remote work.

RELOCATION

Relocation is not available for this position

PAY (COMPENSATION)

$66,600 - $100,000 / year

PHYSICAL REQUIREMENTS AND WORK ENVIRONMENT

The physical demands and work environment characteristics described here are representative of those that must be met by an employee to successfully perfo