Recruiting Manager, Facility Engineering Operations & Maintenanc

Overview

About M.C. Dean

M.C. Dean is Building Intelligence. We design, build, operate, and maintain cyber-physical solutions for the nation's most mission-critical facilities, secure environments, complex infrastructure, and global enterprises. With over 7,000 employees, our capabilities span electrical, electronic security, telecommunications, life safety, automation and controls, audiovisual, and IT systems. Headquarters in Tysons, Virginia, M.C. Dean delivers resilient, secure, and innovative power and technology solutions through engineering expertise and smart systems integration.

Why Join Us?

Our people are passionate about engineering innovation that improves lives and drives impactful change. Guided by our core values-agility, expertise, and trust-we foster a collaborative and forward-thinking work environment. At M.C. Dean, we are committed to building the next generation of technical leaders in electrical, engineering, and cybersecurity industries.

M.C. Dean is a leading integrator of complex electrical and facilities systems for mission-critical, secure, and infrastructure-intensive environments-often in sectors such as government, healthcare, data centers, transportation, and defense. The Recruiting Manager plays a pivotal role in identifying and acquiring talent that can operate and maintain these highly technical, uptime-driven, and compliance-intensive environments.

M.C. Dean is seeking an experienced Recruiting Manager to lead technical recruitment efforts for our Facilities Engineering Operations & Maintenance (FEO&M) Strategic Business Unit , which is responsible for the 24/7/365 operation, maintenance, and lifecycle management of critical facilities and physical plant across mission-critical, secure, and infrastructure-intensive environments. This individual will oversee the primary recruiting for Senior Operations Leaders and Senior Facility/Maintenance Leaders. Additionally, this individual will lead full-cycle recruitment, manage a team of recruiters, and partner directly with operational leaders to meet aggressive staffing demands for cri tical facility operations, maintenance engineering, and skilled trades professionals.

This role is ideal for a proactive leader who thrives in fast-paced, high-stakes environments and understands the complexities of critical facility operations, preventive/predictive maintenance, building automation, and government contracting. The role reports to the Director of Talent Acquisition, M.C. Dean.

Responsibilities

The Recruiting Manager's role is not just to fill positions-but to build high-performing operations and maintenance teams capable of sustaining uptime, reliability, and safety across complex, security-sensitive critical infrastructure. A deep understanding of the roles of facility engineers, chief engineers, and skilled trades-their required technical proficiencies, licensure, and the demands of a 24/7 operating environment-is essential for successful recruitment and workforce planning.

To succeed in this role, the Recruiting Manager must go beyond generic recruitment and become a strategic partner to operations delivery teams. They need to understand the demands of shift-based facility operations, preventive maintenance programs, client SLAs, and workforce logistics-and adapt recruitment approaches to attract and retain top-tier talent who thrive in the fast-paced, technically demanding world of critical facilities operations and maintenance.

Strategic Talent Acquisition

• Understanding Facility Operations Positions: Develop and execute targeted recruiting strategies for operations leaders, facility/maintenance leaders, and also critical facilities engineers, mechanical and electrical maintenance technicians, controls/BAS technicians, and stationary/chief engineers.
• Direct Recruiting Experience: Has direct self-recruited experience for operations leaders, facility/maintenance leaders, and also critical facilities engineers, mechanical and electrical maintenance technicians, controls/BAS technicians, and stationary/chief engineers.
• Partner with Operations, Facilities, and Maintenance leaders to understand staffing needs across ongoing and upcoming site contracts.
• Anticipate hiring surges tied to new facility contract mobilizations, shift expansions, and account transitions, and align talent pipelines accordingly.

Stakeholder Collaboration

• Serve as a strategic advisor to executive and senior leadership, hiring managers on labor market trends, role scoping, and job description development.
• Partnership with Senior Leaders: Relationship development and nurture of a broad range of personalities, SVPs, VPs, and many Directors of Operations.
• Work with all hiring managers to ensure that in advance of the candidate's start date the right assets are ordered (e.g., laptop, tablet, vehicle, uniforms, tools) as well as clearance and site-access applications.
• Participate in resource planning meetings and weekly staffing huddles for major accounts (e.g., commercial, federal, data center, hospital, and airport facilities).
• Maintain strong cross-functional relationships with the SBU SVP, Vice Presidents, Operations Leaders, Site/Facility Leaders, Field HR, Contracts, and Program Management.

Team Leadership

• Manage and mentor a team of recruiters and sourcing specialists assigned to technical trades and operations disciplines.
• Monitor workload, performance metrics, and candidate experience KPIs.
• Provide regular training on recruiting best practices and compliance in federal contracting and cleared-facility environments.

Full-Cycle Recruitment Execution

• Oversee job postings, resume screening, technical assessments, interview coordination, and offer negotiations.
• Ensure candidate pipelines align with role requirements including licensure (e.g., Stationary Engineer License, EPA Universal Certification, NFPA 70E), system knowledge (e.g., BAS/BMS, CMMS, chiller plants, generators, UPS, switchgear), or security clearance eligibility.
• Leverage the iCIMS ATS to track requisitions, candidate stages, and time-to-fill benchmarks.

Talent Pipeline Development

• Drive initiatives focused on hiring cleared professionals and supporting diverse, skilled-trades and facilities operations communities, including transitioning military talent (e.g., Navy Nukes, Seabees, and other technical MOS/ratings with HVAC, electrical, and mechanical backgrounds).
• Manage the usage of external recruitment and staffing firms and advise hiring managers and HR management on where such services are best utilized and how to effectively manage costs and qualitative delivery.
• Establish sourcing channels through niche facilities operations and skilled-trades channels that include IFMA, BOMA, ASHE, trade unions/apprenticeship programs, associations, social media, job boards, and any method that yields senior operations leaders and senior facility/maintenance leaders.
• Represent M.C. Dean at career fairs, hiring events, military transition events, and trade-school/apprenticeship recruiting engagements as required.

Compliance and Reporting

• Ensure adherence to OFCCP, EEO, and internal corporate policies.
• Generate recruiting dashboards and reports, presenting data-driven insights to executive leadership.
• Oversee audit readiness for government and federal contract recruiting requirements, including clearance-eligible staffing for sensitive sites.

Qualifications

• Education: Bachelor's degree in human resources , Supply Chain & Logistics , Facilities Management, Engineering, or related field.
• Experience: 8+ years of progressive experience in recruiting or talent acquisition , and/or a mix of Business Development Sourcing Pipelines. Prior experience hiring in a federal contracting, defense, critical facilities (e.g., data center, hospital, or mission-critical), or large-scale facility operations environment preferred but not required .
• Process Expertise: Preferred Lean Six Sigma certification to help build out the FEO&M talent acquisition processes utilizing lean methodologies - and integrating the SBU business processes for a focus on 360 degree full lifecycle of a candidate.

Soft Skills

• Strong leadership and team-building abilities.
• Consultative approach to hiring and workforce planning.
• Ability to navigate ambiguity and deliver results in a matrixed organization.

Preferred Certifications (Nice to Have)

• AIRS or SHRM Talent Acquisition Specialty Credential
• PHR/SPHR or SHRM-CP/SCP
• Clearance eligibility or current Secret clearance

We offer an excellent benefits package including:

• A competitive salary
• Medical, dental, vision, life, and disability insurance
• Paid time off
• Tuition reimbursement
• 401k Retirement Plan
• Military Reserve pay offset
• Paid maternity leave

Abilities

• Exposure to computer screens for an extended period of time.
• Sitting for extended periods of time.
• Reach by extending hands or arms in any direction.
• Have finger dexterity in order to manipulate objects with fingers rather than whole hands or arms, for example, using a keyboard.
• Listen to and understand information and ideas presented through spoken words and sentences.
• Communicate information and ideas in speaking so others will understand.
• Read and understand information and ideas presented in writing.
• Apply general rules to specific problems to produce answers that make sense.
• Identify and understand the speech of another person.

Pay Range

USD $135,000.00 - USD $175,000.00 /Yr.