ICON's People & Places organization finds, grows, and supports the talent behind ICON's robotics, software, construction, corporate, and government teams.

ICON builds robotic systems that construct multi-story buildings. We commercially launched Titan, our multi-story robotic construction platform, in March 2026, have raised more than $550M, and hold more than $360M in government contracts across the Army, Air Force, DARPA, and NASA. Sustaining that growth means hiring robotics engineers, software developers, skilled trades, and cleared government talent at the same time, out of one recruiting function.

The Director of Recruitment Delivery leads ICON's centralized recruiting Center of Excellence, the execution engine behind our embedded Talent Acquisition Partners. TA Partners own each search and its sourcing strategy. You own everything that executes it: the recruiters and sourcers staffed onto every search, the core recruiting craft, the platform and tooling (LinkedIn Recruiter, ATS/CRM, sourcing and AI tools), enablement, and the end-to-end candidate experience. You are accountable for the speed, quality, cost, and consistency of delivery across every business unit as ICON scales.

OPERATING MODEL:

• The TA Partner is the search lead: they map the market, set the sourcing strategy, and manage stakeholders for their business unit.
• The Recruiting COE staffs recruiters and sourcers onto that Partner's search in order to execute it, running the core recruiting skillset (LinkedIn Recruiter and other sourcing platforms, outreach, screening, pipeline management) against the strategy the Partner sets.
• This role owns the capability and the people; the TA Partner owns the strategy and the stakeholders.

RESPONSIBILITIES:

Delivery capacity & staffing model

• Build, scale, and flex a blended pool of contract and permanent recruiters and sourcers, and staff them onto TA Partner–led searches based on demand and priority.
• Allocate recruiter/sourcer capacity across business units in partnership with the TA Partners, who direct each search's sourcing strategy.
• Own the make-vs-buy decision on recruiting labor; manage agency/contract/RPO partnerships and the contingent recruiting budget.
• Set delivery SLAs and hold the team accountable to them.

Enablement & quality

• Own recruiter and sourcer training, onboarding, certification, and ongoing capability development — especially depth on the core toolset (LinkedIn Recruiter, sourcing platforms).
• Standardize the execution playbook — intake response, screening, and req workflow — so delivery is consistent regardless of who staffs a search.

Core recruiting craft, tools & AI

• Define the standard search plan that starts every search: a target company map (companies, inclusion rationale, talent pool sizing, prior search history), the outreach content and cadence, and the tools to be used, produced by the staffed sourcer, or by the TA Partner on searches they run without COE support. Own the 30- and 90-day check-ins with the TA partner that test whether the plan is producing, recalibrating the map, content, and cadence with the Partner as needed. The Partner calibrates the plan; the sourcer builds it.
• Own the centralized recruiting platform and tooling — LinkedIn Recruiter, ATS, CRM, sourcing and AI tools — including selection, licensing, adoption, governance, and ROI.
• Own the core recruiting skillset the COE executes on: sourcing technique, outreach, screening, and pipeline management — the "how we recruit," while the TA Partner sets the "who and where."
• Define recruiting data hygiene, reporting, and the metrics that measure funnel health, time-to-fill, quality-of-hire, cost-per-hire, and conversion.
• Ensure search plans (target maps, market data, candidate history) are captured centrally so every search compounds the last rather than starting cold..

Candidate & applicant experience

• Own the core candidate and applicant experience end to end: communication standards, interview logistics, and process compliance.
• Partner with employer brand for a consistent, on-brand candidate journey.

Leadership

• Build, lead, coach, and develop the recruiting team; build a performance and service culture geared to staffing searches well and fast.
• Advise People leadership on hiring capacity, forecasting, and recruiting investment.

MINIMUM QUALIFICATIONS:

• 10+ years in talent acquisition/recruiting, including 5+ years leading recruiting teams (managing managers or team leads), or equivalent leadership of research, search operations, or delivery functions within retained or executive search.
• Proven experience building and scaling a recruiting function or COE, including blended contract/perm delivery and a staffing/deployment model.
• Deep, hands-on fluency with LinkedIn Recruiter, ATS/CRM, and modern sourcing and AI tools; strong recruiting analytics and process design.
• Track record of owning a recruiting budget and vendor/agency relationships.
• Experience recruiting across technical, operations, and skilled-trade populations in a high-growth environment.

PREFERRED SKILLS AND EXPERIENCE:

• Experience in hardware, manufacturing, construction, robotics, or deep-tech scaling environments.
• Background standing up recruiting operations, enablement, or shared-services/COE teams.