Summary

The Senior Talent Acquisition Manager is responsible for leading the organization’s talent acquisition function and developing and executing recruiting strategies that attract, assess, select, and hire high-quality talent to meet current and future business needs.

This position leads and develops a team of recruiting professionals while serving as a strategic talent advisor to hiring managers, senior leaders, Human Resources, and other business partners. The Senior Talent Acquisition Manager translates workforce and business plans into actionable recruiting strategies, provides talent-market insights, establishes consistent and effective hiring practices, and uses data to continually improve recruiting outcomes.

The Senior Talent Acquisition Manager is accountable for the effectiveness of the full recruitment lifecycle, including workforce and hiring planning, sourcing strategy, candidate attraction, selection practices, offer development, recruiting technology, compliance, candidate experience, hiring manager experience, recruiting metrics, and transition to onboarding.

This role requires demonstrated success recruiting for technical and difficult-to-fill positions, particularly engineering and other specialized professional talent. Experience within aerospace, aviation, defense, advanced manufacturing, or another highly technical environment is strongly preferred.

Essential Duties and Responsibilities

Talent Acquisition Strategy & Workforce Planning

Develop and execute comprehensive talent acquisition strategies aligned with organizational goals, workforce plans, business growth, and anticipated talent needs.
Partner with senior leaders, hiring managers, Finance, HR, and other stakeholders to understand workforce requirements and translate headcount plans into actionable recruiting strategies.
Develop hiring forecasts and recruiting plans based on anticipated workforce needs, turnover, growth, program requirements, and critical skill gaps.
Identify positions and skill sets that may present recruiting challenges and proactively develop sourcing and pipeline strategies.
Provide leaders with talent-market intelligence, including candidate availability, market competitiveness, compensation trends, geographic considerations, and recruiting challenges.
Recommend alternative talent strategies when traditional recruiting approaches are unlikely to meet business needs.
Develop short- and long-term talent pipelines for critical, difficult-to-fill, and recurring positions.
Maintain awareness of business priorities and adjust recruiting resources and strategies as organizational needs change.

Team Leadership & Development

Lead, coach, develop, and support a team of recruiters and/or talent acquisition professionals.
Establish clear expectations, priorities, service standards, and performance goals for the Talent Acquisition team.
Assign requisitions and balance recruiter workloads based on volume, complexity, specialization, business priority, and recruiter capacity.
Monitor individual and team performance and provide regular coaching, feedback, and development.
Build recruiter capabilities in sourcing, interviewing, candidate assessment, hiring-manager consultation, negotiation, closing candidates, use of technology, and data management.
Create a collaborative, accountable, responsive, and service-oriented Talent Acquisition team.
Provide hands-on recruiting support for critical, executive, highly specialized, or difficult-to-fill positions as business needs require.

Hiring Manager & Leadership Partnership

Serve as a trusted talent advisor to hiring managers and senior leaders.
Conduct effective recruiting intake and strategy discussions to understand position requirements, business needs, candidate profiles, competencies, timelines, and market considerations.
Partner with hiring managers to develop realistic and effective recruiting strategies for each search.
Establish expectations regarding hiring manager responsibilities, recruiting timelines, candidate communication, interview practices, and decision-making.
Provide hiring managers with regular, meaningful updates regarding candidate pipelines, market conditions, recruiting challenges, and recommended adjustments.
Appropriately challenge assumptions and advise leaders when market data or recruiting results indicate a need to modify requirements, compensation, sourcing strategies, selection practices, or timelines.
Train and coach hiring managers on effective interviewing, candidate evaluation, selection practices, bias awareness, candidate experience, recruiting compliance, and use of recruiting systems and processes.
Build strong relationships with leaders and hiring managers while maintaining accountability for timely decisions and an effective hiring process.

Technical & Engineering Recruiting

Lead and support recruiting strategies for engineering, technical, manufacturing, operations, program management, quality, supply chain, and other specialized positions.
Understand technical roles sufficiently to develop appropriate candidate profiles, identify transferable skills, evaluate talent markets, and guide sourcing strategies.
Develop targeted sourcing strategies for specialized and difficult-to-find engineering and technical talent.
Build relationships with engineering organizations, universities, technical programs, professional associations, industry groups, military transition programs, and other relevant talent communities.
Develop proactive pipelines of passive candidates for recurring and mission-critical technical positions.
Stay informed regarding talent trends within engineering, aerospace, aviation, defense, manufacturing, and other relevant industries.

Full-Cycle Recruiting & Selection

Oversee the full recruitment lifecycle from requisition initiation and recruiting strategy through accepted offer and transition to onboarding.
Ensure job requirements, job descriptions, candidate profiles, interview processes, and selection criteria are clearly defined before recruiting begins.
Establish consistent sourcing, screening, interviewing, selection, reference-checking, offer, and pre-employment practices.
Promote structured, job-related, consistent, and effective interview and selection practices.
Ensure recruiting activities are completed efficiently while maintaining appropriate standards for candidate quality.
Monitor aging requisitions and intervene when searches are not producing appropriate candidate flow or timely results.
Lead or participate directly in searches for critical, high-level, highly specialized, or difficult-to-fill positions.

Compensation & Offer Management

Partner with HR, Compensation, hiring managers, and leaders to develop competitive and equitable employment offers.
Review relevant factors including internal equity, salary ranges, candidate qualifications, experience, skills, market conditions, and organizational compensation practices when recommending offers.
Help ensure consistency and equity in starting-pay decisions.
Provide hiring managers with guidance regarding offer strategy and candidate negotiations.
Identify recurring compensation-related recruiting challenges and provide data and recommendations to HR leadership.
Monitor offer acceptance and decline trends and recommend actions to improve hiring outcomes.

Candidate & Hiring Manager Experience

Establish standards for an exceptional and consistent candidate experience throughout the recruiting process.
Ensure candidates receive timely communication and professional treatment regardless of hiring outcome.
Develop processes that balance speed, quality, compliance, and candidate experience.
Monitor candidate feedback, offer declines, candidate withdrawals, and other indicators of recruiting effectiveness.
Establish service expectations for Talent Acquisition interactions with hiring managers.
Gather hiring-manager feedback and use it to continuously improve Talent Acquisition services.
Identify and remove unnecessary delays, handoffs, or administrative barriers within the recruiting process.

Recruiting Metrics, Analytics & Reporting

Establish, monitor, analyze, and communicate Talent Acquisition metrics and key performance indicators.
Develop dashboards and reports that provide leaders with visibility into recruiting performance and workforce needs.
Metrics may include:
Time to fill and time to hire
Requisition aging
Candidate pipeline and funnel conversion
Candidate flow by position and function
Source effectiveness and source of hire
Offer acceptance and decline rates
Candidate withdrawal rates
Hiring manager responsiveness
Recruiter workload and productivity
Cost per hire
Agency utilization and spend
Diversity of candidate pipelines, where appropriate and legally permissible
Quality-of-hire indicators
New-hire retention/early turnover
Candidate and hiring-manager satisfaction
Analyze recruiting data to identify trends, bottlenecks, risks, and opportunities for improvement.
Translate recruiting data into meaningful business insights and recommended actions rather than simply reporting activity.
Establish appropriate service-level expectations and monitor performance against them.

Recruiting Processes & Continuous Improvement

Develop, document, implement, and communicate Talent Acquisition policies, procedures, workflows, standards, and best practices.
Regularly evaluate recruiting processes and identify opportunities to improve speed, quality, consistency, efficiency, and user experience.
Ensure recruiting practices are scalable and consistently followed across locations, departments, and recruiters.
Partner with HR and business leaders to clarify roles and responsibilities throughout the hiring process.
Lead Talent Acquisition process-improvement initiatives and change-management efforts.
Maintain recruiting documentation, tools, templates, guides, interview resources, and manager training materials.

Recruiting Technology & ATS Management

Serve as the functional owner or subject-matter expert for the Applicant Tracking System and related recruiting technologies.
Ensure the ATS supports effective recruiting workflows, reporting, compliance, and candidate communication.
Establish expectations for accurate and timely ATS data entry and monitor data integrity.
Evaluate and optimize sourcing platforms, job boards, scheduling tools, assessment tools, background-check systems, recruiting analytics, AI-enabled recruiting tools, and other Talent Acquisition technology.
Identify opportunities to automate administrative processes while preserving appropriate human judgment and candidate interaction.
Train recruiters and hiring managers on recruiting technology and system processes.
Partner with HRIS, IT, vendors, and other stakeholders on system enhancements, integrations, troubleshooting, and implementation.

Sourcing, Talent Pipelines & Professional Networks

Develop comprehensive sourcing strategies that extend beyond traditional job postings.
Build and maintain professional networks and talent communities for critical skill areas.
Develop relationships with universities, technical schools, engineering programs, professional organizations, industry associations, community organizations, military transition programs, and other talent sources.
Develop employee referral strategies and programs.
Identify opportunities for career fairs, professional conferences, networking events, industry events, and other targeted recruiting activities.
Develop strategies for attracting passive candidates.
Evaluate sourcing-channel effectiveness and redirect resources based on results.
Develop and maintain relationships with external search firms and staffing agencies when outside recruiting support is appropriate.

Employer Brand & Talent Attraction

Partner with HR, Marketing/Communications, and business leaders to strengthen the organization's employment brand and employee value proposition.
Ensure recruiting communications accurately and compellingly represent the organization, culture, work environment, opportunities, and expectations.
Develop recruiting content and outreach strategies appropriate for targeted talent populations.
Monitor external employment-market perceptions and candidate feedback.
Identify opportunities to strengthen the organization's reputation as an employer of choice within key talent markets.

Compliance & Regulatory Knowledge

Ensure recruiting and selection practices comply with applicable federal, state, and local employment laws and regulations.
Maintain current knowledge of employment regulations, recruiting requirements, record-retention obligations, pay transparency requirements, equal employment opportunity requirements, and other laws affecting hiring.
Ensure recruiters and hiring managers understand and consistently follow compliant interviewing and selection practices.
Maintain appropriate recruiting documentation and applicant records.
Partner with HR leadership and Legal as appropriate regarding changes in recruiting-related laws and regulations.
For organizations subject to federal contracting requirements, support compliance with applicable OFCCP, affirmative action, EEO, export-control, ITAR/EAR, and related requirements.

Onboarding & HR Partnership

Partner closely with HR Business Partners, HR Operations, Payroll, Benefits, HRIS, hiring managers, and other stakeholders to ensure a smooth transition from candidate to employee.
Establish clear handoffs between Talent Acquisition and onboarding processes.
Ensure required information and documentation are accurately and timely transferred for pre-employment and onboarding activities.
Collaborate with HR and hiring managers to improve the new-hire experience from accepted offer through the employee's first day and early employment period.
Review new-hire and early turnover information to identify potential opportunities to improve recruiting, selection, expectation setting, or onboarding.

Vendor & Budget Management

Manage or provide input into the Talent Acquisition budget.
Evaluate recruiting vendors, job boards, agencies, search firms, recruiting technology, advertising, and other Talent Acquisition expenditures.
Monitor agency utilization and recruiting costs and identify opportunities to improve return on investment.
Negotiate or participate in vendor selection and contract discussions as appropriate.
Hold external recruiting partners accountable for service, candidate quality, compliance, and results.

Qualifications

Required

Bachelor's degree in Human Resources, Business Administration, or related field, or an equivalent combination of education and relevant experience.
7+ years of progressive talent acquisition/recruiting experience, including significant full-cycle recruiting experience.
2+ years of experience leading, supervising, coaching, or developing recruiting professionals.
Demonstrated success developing and executing recruiting strategies for difficult-to-fill and specialized positions.
Demonstrated experience recruiting engineering, technical, manufacturing, or similarly specialized professional talent.
Experience partnering with hiring managers and senior leaders on workforce and recruiting strategy.
Demonstrated experience using recruiting metrics and analytics to identify issues, influence decisions, and improve performance.
Experience with applicant tracking systems, sourcing platforms, and contemporary recruiting technology.
Strong understanding of employment laws and regulations affecting recruiting, interviewing, selection, and hiring.
Demonstrated ability to manage multiple priorities in a fast-paced, changing environment.
Strong leadership, coaching, consulting, communication, analytical, organizational, and relationship-building skills.

Preferred

Experience recruiting within aerospace, aviation, defense, advanced manufacturing, engineering, technology, or another highly technical environment.
Experience recruiting aerospace and/or engineering disciplines.
Experience supporting multi-site and/or multi-state recruiting.
Experience with workforce planning and hiring forecasting.
Experience with federal contractor recruiting and OFCCP requirements.
Knowledge of ITAR/EAR or other regulations applicable to aerospace/defense hiring environments.
Experience developing university, internship, apprenticeship, military transition, or early-career recruiting programs.
Experience with employer branding and employee value proposition initiatives.
Professional HR or recruiting certification such as SHRM-CP/SHRM-SCP, PHR/SPHR, or other relevant credentials.

Knowledge, Skills & Competencies

Strategic talent acquisition
Technical and engineering recruiting
People leadership and coaching
Workforce planning and forecasting
Talent-market analysis
Consultative hiring-manager partnership
Executive and senior-leader communication
Sourcing and passive candidate development
Interview and selection methodology
Compensation and offer strategy
Recruiting analytics and data interpretation
ATS and recruiting technology
Process design and continuous improvement
Candidate experience
Hiring-manager experience
Employer branding
Employment law and recruiting compliance
Vendor and agency management
Project and change management
Business acumen
Influencing and negotiation
Strong written and verbal communication

The expected WA salary range for this position is between $121,000.00 - $166,000.00. Actual compensation will be determined based on experience, education, location, and other factors permitted by law. Our suite of comprehensive benefits include: healthcare (medical, dental & vision), life insurance, paid time off, and a 401(k) savings plan with company match.

About Greenpoint Technologies

Greenpoint delivers nose-to-tail VIP Jet aircraft interiors for private clients and Heads-of-State. We are proud to be known in the aerospace industry for our design and engineering innovation, award-winning company culture, and on-time delivery of our beautiful products. We use leading-edge tools and employee-built processes to deliver extraordinary, one-of-a-kind custom aircraft interiors. It’s complex work, but we work smart. In return for hard work, collaboration, and creativity, our people experience a culture custom built for high achievers:

Big jobs and stretch assignments.
High accountability environment, with transparent decisions aligned to values, open communication, and engaged leadership.
Ability to make a big, visible impact on the end product.

We welcome diverse contributions and provide equal employment opportunities to all individuals without regard to race, color, religion, national origin, gender, sexual orientation, gender identity, age, physical or mental disability, genetic factors, military/veteran status or other characteristics protected by law.

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