A large publicly regulated electric transmission utility operating across multiple states faced a serious hiring backlog, with more than 100 open engineering, professional, and leadership roles. These vacancies threatened key capital projects, maintenance schedules, and grid modernization efforts. Although the company had strong internal HR and talent acquisition teams, they struggled to attract and hire the specialized utility and grid engineering talent required. This growing talent bottleneck created operational risks and highlighted the need for additional recruiting support to meet critical workforce demands.

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