Recruiter / Talent Acquisition Partner

Teledyne Technologies•Garland, TX

23h

About The Position

Teledyne Technologies Incorporated is seeking a Recruiter / Talent Acquisition Partner to manage full lifecycle recruitment, with a strong international focus on positions outside the U.S. and additional support for U.S. hiring needs. The role partners directly with hiring managers, senior leadership, and HR Business Partners to develop and execute talent acquisition strategies aligned with business objectives and workforce planning initiatives. The Talent Acquisition Partner serves as a trusted advisor by providing guidance, market intelligence, and recruiting best practices throughout the hiring process. The successful candidate builds relationships with business leaders, influences hiring decisions using talent-market insights, engages passive candidates, and manages multiple requisitions in a fast-paced technology environment. Teledyne FLIR Defense develops sensing and threat-detection technologies, including surveillance sensors, handheld devices, unmanned vehicles, and lasers, for warfighters, first responders, and search-and-rescue teams. Applicants must be a U.S. citizen, U.S. national, legal permanent resident, asylee, or refugee, or be eligible to apply for and obtain the appropriate export control license from the U.S. Departments of State or Commerce. The anticipated salary range is $87,800 to $117,100; actual compensation depends on factors including location, education and training, experience, skills, and position type.

Requirements

At least 5 years of full lifecycle recruiting experience in a technology, engineering, aerospace, defense, manufacturing, or related technical environment.
International recruiting experience, with additional experience recruiting nationally and/or across multiple locations.
Proven success using innovative sourcing methods, including AI-enabled recruiting tools, social networking platforms, and direct sourcing.
Working knowledge of Applicant Tracking Systems (ATS), preferably Workday, and other web-based recruiting tools and technologies.
Demonstrated ability to build effective partnerships with hiring managers and business leaders and identify and secure top talent.
Experience recruiting across a broad range of functions, levels, and business disciplines.
Ability to assess talent availability, provide market feedback, and influence hiring strategies based on recruiting trends and business needs.
Experience using recruiting metrics, reporting, and data analytics to improve recruiting effectiveness and inform decisions.
Exceptional customer service, communication, organizational, and relationship-building skills.
Ability to manage multiple priorities and thrive in a fast-paced, high-volume environment.
Must be a U.S. citizen, U.S. national, legal permanent resident, asylee, or refugee, or eligible to apply for and obtain the appropriate export control license from the U.S. Departments of State or Commerce.

Nice To Haves

Experience recruiting technical talent, including engineering, software, manufacturing, operations, or defense-related positions.
Experience with Workday ATS.

Responsibilities

Partner with hiring managers and business leaders to understand business objectives, workforce planning needs, hiring goals, and critical talent requirements.
Develop and execute strategic sourcing plans using AI-enabled sourcing tools, social media, networking, referrals, and direct outreach to active and passive candidates.
Manage the full lifecycle recruiting process, including sourcing, screening, interviewing, candidate assessment, interview coordination, feedback management, offer negotiation, and closing.
Facilitate candidate feedback sessions and work with hiring managers and interview teams to support effective, timely hiring decisions.
Provide talent-market insights, candidate availability trends, competitive intelligence, and recruiting recommendations.
Maintain accurate candidate records and activity in the Applicant Tracking System (ATS) to support compliance, reporting accuracy, and talent pipeline development.
Deliver a strong candidate experience through proactive communication, timely follow-up, and a consultative approach.
Build and maintain relationships with hiring managers, business leaders, and HR Business Partners as a trusted talent advisor.
Initiate and support onboarding activities to ensure a seamless candidate transition.
Monitor recruiting metrics, including time-to-fill, pipeline health, source effectiveness, and hiring outcomes, to drive continuous improvement.
Participate in HR and Talent Acquisition projects, process improvements, and strategic initiatives as needed.