Who you are
- Ability to lawfully access information and technology that is subject to US export controls
- 8+ years of full-cycle recruiting experience, with significant experience recruiting engineering or highly technical talent
- 2+ years of experience directly managing, leading, or formally developing recruiters
- Demonstrated success personally sourcing and closing difficult-to-find engineering talent
- Experience simultaneously managing recruiters and carrying an active requisition workload strongly preferred
- Experience supporting engineering organizations within industries such as aerospace, automotive, advanced manufacturing, robotics, hardware, defense, industrial technology, or other deep-tech environments
- Strong technical sourcing skills with demonstrated success engaging passive candidates
- Experience managing multiple hiring priorities and allocating recruiting resources based on business needs
- Demonstrated ability to use recruiting metrics and data to identify problems and drive decisions
- Strong stakeholder-management skills with the ability to partner effectively with senior leaders and technical hiring managers
- Experience with applicant tracking systems and recruiting technology; Greenhouse and LinkedIn Recruiter experience strongly preferred
- Strong written, verbal, organizational, and analytical skills
- Experience recruiting across multiple engineering disciplines, including mechanical, electrical, manufacturing, automation & controls, software, materials, structures, test, systems, or related technical functions
- Experience supporting high-growth or rapidly scaling engineering organizations
- Experience recruiting within a startup or similarly fast-paced environment where priorities and hiring needs evolve quickly
- Experience developing recruiting dashboards, capacity models, or hiring-performance reporting
- Experience implementing or evaluating recruiting technology, automation, AI-enabled sourcing, or candidate-assessment tools
- Experience recruiting for positions subject to U.S. export-control requirements
What the job involves
- Divergent is seeking a Recruiting Manager, Engineering to lead and develop the recruiting team responsible for hiring exceptional engineering and technical talent across the organization
- This is a hands-on, player-coach role that combines people leadership with full-cycle recruiting. In addition to managing and developing a team of engineering recruiters, you will personally own a portfolio of engineering requisitions and be responsible for sourcing, screening, managing candidates through the interview process, and closing hires
- The ideal candidate is an experienced recruiting leader who enjoys both leading a team and recruiting. You understand how to identify and engage highly specialized engineering talent and can operate effectively in a fast-paced hardware, manufacturing, aerospace, automotive, robotics, or deep-tech environment
- Lead, coach, and develop a team of recruiters supporting engineering and technical hiring across Divergent
- Establish clear expectations for recruiter performance, pipeline management, candidate experience, hiring-manager partnership, and recruiting execution
- Conduct regular 1:1s, pipeline reviews, and performance discussions with recruiters
- Develop recruiter capabilities in technical sourcing, candidate assessment, stakeholder management, closing, and data-driven recruiting
- Allocate requisitions and recruiting resources based on business priorities, hiring volume, role complexity, and recruiter capacity
- Create accountability around recruiting commitments, follow-up, data accuracy, and results
- Provide hands-on coaching and support on difficult searches, candidate situations, and hiring-manager challenges
- Maintain an active requisition load while managing the engineering recruiting team
- Personally own full-cycle recruiting for assigned engineering positions, including critical, senior-level, specialized, and difficult-to-fill searches
- Partner directly with hiring managers to conduct intake meetings, define candidate profiles, establish interview processes, and develop recruiting strategies
- Proactively source and engage passive engineering talent through LinkedIn Recruiter, Greenhouse, referrals, targeted research, networking, and other sourcing channels
- Review applicants and conduct recruiter screens to assess technical alignment, relevant experience, career motivations, compensation expectations, location or relocation considerations, timing, and applicable employment requirements
- Build and maintain strong candidate pipelines for current and anticipated engineering needs
- Manage candidates throughout the interview process, maintaining consistent communication and driving timely decisions and feedback
- Partner with hiring managers, Compensation, People Operations, and leadership to develop offer strategies and successfully close candidates
- Maintain a high-quality candidate experience from initial outreach through offer acceptance and onboarding handoff
- Partner with Engineering leadership and hiring managers to understand workforce plans, hiring priorities, technical requirements, and anticipated talent needs
- Translate business priorities into clear recruiting strategies and execution plans
- Help leaders prioritize requisitions based on business criticality, hiring timelines, available recruiting capacity, and talent-market conditions
- Develop sourcing strategies for difficult-to-fill and highly specialized engineering positions
- Identify relevant talent pools, companies, industries, and geographic markets for priority searches
- Build scalable talent pipelines for recurring and future engineering needs
- Establish and monitor recruiting performance metrics, including time to fill, aging requisitions, pipeline health, time in stage, sourcing activity, offer acceptance, and hiring-manager responsiveness
- Regularly review individual recruiter pipelines and performance to identify where additional support, coaching, or recalibration is needed
- Use recruiting data to identify bottlenecks, resource constraints, and opportunities to improve hiring outcomes
- Communicate recruiting progress, risks, capacity constraints, and recommendations to Recruiting and Engineering leadership
- Ensure the team maintains accurate and timely candidate, requisition, and activity data within Greenhouse
- Balance the manager's own requisition workload with team capacity and changing business priorities
- Serve as a trusted recruiting partner to Engineering leaders and hiring managers
- Lead recruiting intake and calibration discussions to ensure alignment on technical requirements, candidate profiles, interview plans, and hiring timelines
- Coach hiring managers on effective candidate evaluation, interview practices, timely feedback, and competitive hiring processes
- Identify situations where hiring criteria, compensation, interview processes, or market conditions are limiting the candidate pipeline and recommend appropriate adjustments
- Provide talent-market insights and help leaders understand tradeoffs involving candidate availability, experience, compensation, location, and hiring timelines
- Escalate recruiting roadblocks and recommend solutions when hiring progress is at risk
- Continuously evaluate recruiting workflows and identify opportunities to improve speed, quality, scalability, and visibility
- Develop consistent recruiter and hiring-manager practices across intake, sourcing, screening, interviewing, feedback, and offer management
- Leverage recruiting technology, automation, and AI-enabled tools to improve recruiter productivity and candidate identification while maintaining appropriate human oversight
- Partner across Recruiting, People Operations, Finance, Compensation, and business leadership to support workforce planning and hiring execution