Aviation Talent Acquisition Partner

Jet Linx Aviation•Omaha, NE

20d•$80,000 - $95,000

About The Position

The Talent Acquisition Partner owns full-cycle recruiting for assigned positions, with primary responsibility for aviation crew and other specialized roles. The role partners with leaders and hiring teams to clarify hiring needs and qualifications, manage requisitions from opening through closeout, evaluate candidates against job-related criteria, facilitate hiring decisions, and guide candidates from application to offer. The Partner represents Jet Linx by building trust with candidates and internal partners, communicating clearly throughout the hiring experience, and demonstrating the company’s core values and “Supply the High.” The role is part of the Talent Acquisition team within Human Resources and reports to the Manager, Talent Acquisition. Success includes building productive relationships with hiring partners, managing openings with ownership and timely follow-through, meeting recruiting and service goals, applying structured and compliant selection practices, maintaining candidate pipelines, and coordinating hiring activity with operational teams. During the first 90 days, the Partner learns recruiting workflows, Jobvite, aviation screening criteria, and service expectations; builds relationships across the business; develops screening and coordination skills; and takes on assigned recruiting activity with increasing independence.

Requirements

Bachelor’s degree in Human Resources or a related field, or equivalent work experience.
Two to five years of recruiting experience.
At least two years of aviation experience.
Excellent verbal, written, and interpersonal communication skills to work effectively with all levels of the company, candidates, and internal applicants.
Ability to conduct structured, job-related interviews and apply consistent judgment when evaluating qualifications, motivation, service mindset, and fit for the role.
Ability to build trust, influence decisions, resolve recruiting issues, and maintain effective relationships across Talent, Operations, and hiring teams.
Strong attention to detail, organization, and time management, with the ability to manage multiple requisitions, candidates, and deadlines with minimal supervision.
Ability to coordinate complex hiring decisions involving multiple stakeholders, approvals, timing, backfill, compensation, and training impacts.
Ability to handle sensitive information confidentially.
Familiarity with hiring and recruiting laws, regulations, and best practices, including federal and state employment laws.
Proficiency in Microsoft Office Suite and ability to quickly learn Jobvite, applicant-tracking software, Teams, and other recruiting systems.

Responsibilities

Own assigned full-cycle requisitions from intake through closeout, including role clarification, candidate evaluation, interview coordination, approvals, offer negotiation, and transition activities.
Conduct structured Talent Acquisition screens and assess candidates against job-related criteria, including motivation, service mindset, judgment, technical qualifications, location, compensation expectations, training background, availability, and role requirements.
For aviation crew roles, review flight qualifications, PRD requirements, experience, location, training history, and established minimum qualifications.
Coordinate technical interviews, owner interviews, base approvals, and other selection steps; collect timely, factual feedback and facilitate clear next-step decisions.
Partner with Capacity, Training, Crew Records, and operational leaders to coordinate training availability, transition timing, backfill needs, compensation considerations, and other crew-hiring impacts.
Engage qualified active and passive candidates through appropriate channels, coordinating with Talent Sourcing Partners and external recruiting resources when additional sourcing support is needed.
Maintain clear, consistent communication with hiring teams, candidates, and internal applicants; provide timely status updates and recurring updates on open positions and internal-move activity.
Provide hiring managers with market feedback, candidate availability insights, and recruiting recommendations; provide compensation feedback for assigned offers or aircraft proposals as needed.
Administer, maintain, and fully use Jobvite, Teams, and other recruiting tools; document factual, job-related information and maintain accurate workflow status.
Meet outlined recruiting, process, service, and internal-mobility metrics and expectations associated with participation in the incentive program.
Maintain regular and predictable attendance.
Demonstrate Jet Linx core values and “Supply the High” in all interactions.
Perform other duties as assigned.