The Senior Recruiter is responsible for leading full-cycle recruiting efforts for a multi-site aerospace and defense manufacturing organization. This position develops and executes recruiting strategies that attract, engage, and hire highly qualified talent across skilled trades, engineering, quality, operations, supply chain, and corporate functions.

The Senior Recruiter serves as a strategic business partner to hiring managers by building talent pipelines, improving recruiting processes, enhancing the candidate experience, and ensuring timely hiring while maintaining compliance with federal, state, customer, and government contractor requirements.

This position supports recruiting efforts for four manufacturing facilities and plays a key role in workforce planning, employment branding, employee referrals, recruiting analytics, and continuous improvement initiatives.

________________________________________

Essential Duties & Responsibilities

Full-Cycle Recruiting

Manage the full recruitment lifecycle from requisition approval through onboarding.
Partner with HR Director & hiring managers to develop recruiting strategies and staffing plans.
Conduct intake meetings to define position requirements, competencies, and recruiting timelines.
Develop sourcing strategies for difficult-to-fill manufacturing and engineering positions.
Source candidates using job boards, LinkedIn, networking, referrals, trade organizations, schools, and direct outreach.
Review applications and resumes to identify qualified candidates.
Conduct phone and virtual interviews to assess qualifications, technical experience, and cultural fit.
Coordinate interviews with hiring managers and interview teams.
Manage candidate communications throughout the hiring process.
Extend employment offers and negotiate compensation within approved salary ranges.
Coordinate pre-employment screenings, background checks, drug testing, and onboarding activities.

________________________________________

Manufacturing Recruiting

Recruit for positions including

CNC Machinists
Tool & Die Makers
Manufacturing Engineers
Mechanical Engineers
Quality Engineers
Quality Inspectors
Production Supervisors
Supply Chain Professionals
Procurement

________________________________________

Strategic Recruiting

Develop proactive talent pipelines for critical manufacturing positions.
Create recruiting campaigns for high-volume and hard-to-fill positions.
Implement innovative recruiting strategies to improve applicant flow.
Build relationships with passive candidates.
Develop succession recruiting strategies for key positions.
Monitor labor market trends and compensation competitiveness.

________________________________________

Employee Referral Program

Administer and promote the employee referral program.
Develop referral campaigns and internal marketing materials.
Track referral metrics and bonus payouts.
Increase employee participation in referral initiatives.

________________________________________

Employment Branding

Promote the organization's employer brand across all recruiting platforms.
Develop social media recruiting campaigns.
Create engaging recruiting content including employee testimonials, videos, and career spotlights.
Maintain the company careers page.

________________________________________

Community & Educational Partnerships

Develop and maintain partnerships with

Technical schools
Community colleges
Universities
Workforce Development agencies
Veterans organizations
Manufacturing associations
Trade organizations
Community partners

Represent the Company at

Career fairs
Hiring events
Manufacturing expos
Community outreach events
College recruiting events

________________________________________

Hiring Manager Partnership

Provide recruiting metrics and market insights.
Facilitate interview scheduling and candidate evaluations.
Improve hiring managers’ accountability throughout the recruiting process.

________________________________________

Recruiting Metrics

Track and report key performance indicators including

Time-to-Fill
Time-to-Hire
Cost-per-Hire
Applicant Volume
Source of Hire
Offer Acceptance Rate
Interview-to-Offer Ratio
Offer Decline Rate
Candidate Response Time
Referral Activity
New Hire Retention
30-, 60-, and 90-Day Turnover

Prepare weekly and monthly recruiting reports for senior leadership.

________________________________________

Compliance

Ensure compliance with

Equal Employment Opportunity (EEO)
Federal and State Employment Laws
FCRA
I-9 Employment Eligibility
Government Contractor requirements
ITAR hiring requirements
Company hiring policies and procedures

Maintain complete recruiting documentation and applicant records.

________________________________________

Continuous Improvement

Evaluate recruiting processes and implement improvements.
Reduce hiring cycle times.
Improve candidate experience.
Develop standardized interview guides.
Assist in implementing recruiting technology and automation.
Support workforce planning initiatives.

________________________________________

Experience

Minimum of 5–7 years of full-cycle recruiting experience.
Experience recruiting within manufacturing required.
Aerospace and defense manufacturing experience is highly preferred.
Experience recruiting skilled trades, engineers, and technical professionals.
Multi-site recruiting experience preferred.

________________________________________

Knowledge & Skills

Manufacturing recruiting expertise
Talent sourcing
Behavioral interviewing
Candidate assessment
Employment law knowledge
Compensation discussions
Workforce planning
ATS management
HRIS systems
Microsoft Office Suite
Excellent written and verbal communication
Strong organizational and time-management skills
Ability to manage multiple requisitions simultaneously
Relationship-building and influencing skills
Data analysis and recruiting metrics
Project management

________________________________________

Physical Requirements

Ability to travel between four manufacturing locations (approximately 20–30% travel).
Ability to attend recruiting events and career fairs.
Prolonged periods of sitting, computer work, and telephone use.
Occasional standing and walking throughout manufacturing facilities.

________________________________________

Performance Expectations

Success in this role is measured by the ability to

Fill critical positions within established hiring timelines.
Maintain a high-quality candidate experience.
Build strong talent pipelines for future hiring needs.
Improve offer acceptance rates.
Increase employee referrals.
Develop strong partnerships with hiring managers.
Reduce recruiting costs while improving hiring outcomes.
Ensure compliance with all employment laws and government contractor requirements.
Contribute to workforce planning and organizational growth.

Benefits

401(k)
401(k) matching
Dental insurance
Employee assistance program
Flexible spending account
Health insurance
Life insurance
Paid time off
Parental leave
Tuition reimbursement
Vision insurance

Work Location: In person

Open roles (1)