Direct Labor Recruiter - FRM

Hyve Solutions•Fremont, CA

4d•$80,000 - $90,000

About The Position

The Direct Labor Recruiter is a strategic talent acquisition partner responsible for end-to-end recruitment for complex and business-critical positions. The role partners with hiring leaders to develop sourcing strategies, build talent pipelines, assess candidates, and deliver high-quality hires that support organizational growth. The recruiter serves as a trusted advisor on market trends, workforce planning, and hiring best practices while providing an exceptional experience for candidates and hiring managers.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a related field, or an equivalent combination of education and directly relevant talent acquisition experience.
Five or more years of progressive, full-cycle recruiting or talent acquisition experience in a corporate, agency, or blended recruiting environment, including high-volume recruiting.
Demonstrated success recruiting across multiple business functions and organizational levels, including technical or engineering, manufacturing, operations, supply chain, information technology, sales, finance, human resources, and other corporate or professional roles.
Proven ability to independently manage the complete recruiting lifecycle.
Advanced sourcing capability using LinkedIn Recruiter, Boolean and internet-search techniques, talent mapping, professional networks, referrals, job boards, and direct outreach.
Demonstrated ability to build sustainable talent pipelines for high-volume, recurring, specialized, difficult-to-fill, and leadership-level hiring needs.
Proficiency with applicant tracking systems and recruiting workflows, including documentation, reporting, disposition management, and data-integrity practices; experience with Workday or a comparable enterprise ATS.
Working knowledge of applicable federal, state, and local employment requirements and recruiting compliance practices, including equal employment opportunity, accommodation, candidate-record management, data confidentiality, and consistent selection documentation.

Nice To Haves

Recruiting experience within technology, advanced manufacturing, semiconductor, hardware, cloud infrastructure, datacenter, electronics, engineering, or another complex product and operations environment.
Demonstrated success recruiting hourly positions across multiple sites or geographic markets.
Knowledge of talent-market intelligence practices, including labor-market research, competitor mapping, compensation trends, skill availability, and location-based talent insights.
Experience with employer branding, recruitment marketing, employee-referral programs, targeted outreach, recruiting events, or development of compelling candidate messaging and employee value propositions.
Experience using AI-enabled recruiting or sourcing tools to improve research, outreach, workflow efficiency, or talent insights, with appropriate human oversight, confidentiality, and responsible-use practices.

Responsibilities

Manage the complete recruiting lifecycle, from intake and role calibration through sourcing, candidate assessment, interview management, offer development and negotiation, closing, and onboarding handoff.
Partner with hiring leaders to develop sourcing strategies and deliver high-quality hires.
Build sustainable talent pipelines for high-volume, recurring, specialized, difficult-to-fill, and leadership-level hiring needs.
Source and engage active and passive candidates through LinkedIn Recruiter, Boolean and internet searches, talent mapping, professional networks, referrals, job boards, and direct outreach.
Advise hiring leaders on market trends, workforce planning, and hiring best practices.
Maintain accurate requisition and candidate records, recruiting reports, disposition management, and data integrity.