Recruitment Specialist – TMS

NASA Jet Propulsion Laboratory

1d•$112,736 - $136,760•Onsite

About The Position

The Recruitment Specialist is a member of JPL’s Talent Acquisition team and reports to the Manager of Talent Acquisition. The role provides full-cycle recruitment for internship, new-to-career, experienced, and management-level positions across the laboratory. The specialist partners with hiring teams, HR business partners, university relationship managers, technical representatives, candidates, and vendors to develop recruitment strategies and attract exceptional talent. The position supports JPL’s workforce and employer brand by building candidate and university relationships, representing JPL at events, improving recruitment practices, maintaining compliant and accurate applicant-tracking data, and helping create a strong candidate experience. The specialist also co-manages the JPL Internship Program with the Academic Engagement Office. This is a temporary assignment that may last up to 36 months, subject to approvals based on 6- to 12-month assignments; employment may be terminated at any time, with or without notice.

Requirements

Bachelor’s degree in an applicable field of study and at least 6 years of full-cycle recruiting experience in engineering or technology; alternatively, a master’s degree in an applicable field of study and at least 4 years of full-cycle recruiting experience.
Ability to remain flexible and adaptable in a fast-paced environment, reprioritize, balance competing demands, and respond to evolving hiring needs.
Proficiency using an applicant tracking system to manage end-to-end hiring with attention to detail and compliance.
Experience running a hiring process in compliance with EEO and AAP requirements.
Excellent oral and written interpersonal and communication skills; communication should be confident, professional, polished, and warm.
Proficiency with Microsoft Word, Excel, and PowerPoint.
Excellent time-management skills and ability to lead multiple projects in a fast-paced, changing environment.
Ability to exercise independent judgment, discretion, and confidentiality as a member of the HR team.
Ability to develop strong relationships and collaborate across hiring teams, talent acquisition, and the broader HR organization.
Ability to be courageous and manage up as needed.

Nice To Haves

Recruiting experience in engineering and computer science disciplines.
Creative problem-solving ability to attract difficult-to-find, passive talent; strong sourcing and assessment skills.
Workday applicant tracking system experience.
Experience conducting in-person and virtual events using tools such as Phenom, Microsoft Teams, LinkedIn, and other social media tools.
Knowledge of OFCCP guidelines.

Responsibilities

Consult with clients, university relationship managers, and technical representatives on planning meetings, employer-brand strategies, technical representative training, assessment strategies, and candidate experience.
Manage full-cycle recruiting for internship, new-to-career, and experienced-level positions across the laboratory, including university and career fairs, sourcing, screening, interviewing, offer development, and onboarding partnership.
Lead candidate debrief meetings to support consistent processes, a strong candidate experience, and a high hiring bar.
Develop relationships with key stakeholders at selected universities and with key vendors.
Travel as necessary to conduct events, host students and organizations, conduct interview days, and lead JPL representation.
Contribute to JPL’s employer brand through social media and candidate experiences.
Advocate for culture adds and non-traditional candidates who increase diversity of thought, and represent JPL’s mission and culture.
Discuss and recommend top candidates, identifying and articulating what makes them strong candidates.
Build and maintain a network of potential candidates through ongoing relationship management.
Lead offer negotiation and closing, partnering with HR business partners as necessary.
Conduct internal data audits on current interns as necessary.
Guide candidates through the recruitment process, ensuring timely and compliant communications.
Co-manage the JPL Internship Program with the Academic Engagement Office, creating memorable experiences through events and networking opportunities.
Challenge assumptions and develop innovative ideas to continuously improve hiring at JPL.
Maintain accurate applicant-tracking-system data to support data-driven decisions.
Monitor industry trends and university-recruiting best practices, including NACE practices.