Job Description

UJAMAA Construction + UJAMAA SE

• 20–25 hrs/week | Remote-friendly | Chicago/Midwest preferred
• This is not a junior recruiter role.
• This is a contract, part-time role intentionally designed for fractional leadership.
• This is not HR generalist work.
• And this is not agency churn.
• This role is for someone already recruiting in construction / AEC who wants flexibility, autonomy, and real ownership —without stepping away from meaningful work.

Why this role exists

UJAMAA is a growing general contractor in the Mid-west and South-East region. Like many firms at our stage, we’ve relied too heavily on external recruiters.

We’re bringing recruiting in-house to build a sustainable talent pipeline across UJAMAA and UJAMAA SE , with a focus on both experienced hires and early-career talent.

You’ll own recruiting. Period.

What you’ll do

• Build and maintain pipelines for:
• Project Managers
• Superintendents
• Project / Field Engineers
• Admin roles
• Develop college and early-career recruiting
• Source, screen, and qualify candidates directly
• Partner with executives to close candidates quickly
• Build referral and alumni pipelines
• Control when (and if) agencies are used
• Track recruiting metrics: cost-per-hire, pipeline depth, agency reduction

This is a pipeline-building role , not reactive posting.

What this is NOT

You will not handle:

• HR policy
• Employee relations
• Benefits, payroll, or compliance
• Culture programs

This role is recruiting only .

Who this is for

You’re a fit if you:

• Recruit in construction / AEC
• Know how to hire PMs and Supers without agencies
• Build pipelines, not just fill reqs
• Can push hiring managers to make decisions
• Want flexibility without losing influence

Structure & comp

• Part-time: 20–25 hrs/week
• Remote-friendly
• 12-month contract (renewable)
• $80–$95/hr + performance bonus tied to:
• Reduced recruiter spend
• Successful internal hires
• Pipeline health

How success is measured

• External recruiter usage <15%
• Cost-per-hire reduced 50–70%
• Active candidate bench for priority roles
• Early-career pipeline that converts and sticks

If you’re tired of agency churn or bloated HR roles—and want recruiting treated like a business function —this role is worth a conversation.

Interested?

Send a brief note or resume explaining how you’ve built recruiting pipelines in construction and why this role fits where you are now.

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