Professional Recruitment Services

JTA's Mobility Optimization Through Vision and Excellence 2023-2027 (MOVE 2027) Strategic Plan sets an ambitious agenda for the JTA over the remaining three years of the Plan. Through it's MobilityWorks initiatives in the Plan, the JTA sets to build out multi-modal infrastructure for a safer and more resilient region. Quality first/last mile infrastructure is essential to provide seamless door-to-door transportation (complete trips) As part of this initiative, the JTA will further the development of complete streets, active transportation infrastructure, and improvements to the public realm. MobilityWorks will create safer streets, helping the Jacksonville region move closer to achieving zero traffic fatalities, a goal known as Vision Zero. The success of this MOVE2027 Strategic Plan hinges on the JTA's ability to fully staff vacant positions in all its Functional Divisions. Historically, the JTA's primary recruitment strategy relied on job postings, professional referrals and job fairs. The JTA's Human Resource and Organizational Development team is responsible for filing position within the required "time to hire" timeframe, establish and maintain an active candidate pipeline, attend job fairs and consult with hiring managers throughout the job creation, interview and hiring phases. While the recruiters have worked diligently to address the staffing needs of all job openings at the JTA, they are also asked to assist with a number of critical hires for senior level positions and 'hard to fill' positions. Due to the nature of these job positions, the JTA recognizes the benefits of working with partners that have expertise, resources and network to assist our internal recruitment team in filling these positions. If left unfilled beyond the required time to hire, there can be several adverse effects to the JTA's operations. There are a number of factors that create challenges for these critical hires; particularly, the rise of a competitive job market due to a shrinking experienced labor pool for specialized positions, a significant drop in the number of GenX and Millennials who have an interest in pursuing public sector careers, coupled with an aging public sector workforce who will be retiring in large numbers over the next few years. The JTA understands the acute role that a strategic recruitment strategy will play in developing and maintaining a qualified, well-staffing workforce in its Functional Divisions and recognized the need for effective recruitment partners.