Senior Talent Acquisition Partner - Engineering

Mission Critical Group

About The Position

The Sr. Talent Acquisition Partner, Engineering owns full-lifecycle recruiting for engineering and technical professional roles across Mission Critical Group's business units, including electrical, mechanical, quality, applications, design, sales engineering, and field services positions spanning all business units, with support for other exempt roles where capacity allows. This is a senior individual contributor role for a recruiter who operates as a trusted partner to engineering leaders: someone who builds pipeline through direct, phone-first outreach, understands the technical and market realities of power and electrical infrastructure talent, and closes hard-to-fill roles in competitive markets. The role carries direct accountability for time-to-hire performance, candidate experience standards, and data integrity within the enterprise applicant tracking system.

Requirements

7-10 years of full-lifecycle recruiting experience, with at least 5 years focused on engineering or technical professional roles.
Demonstrated success closing hard-to-fill engineering positions (e.g., electrical, mechanical, quality, applications engineering) in manufacturing, industrial, energy, or infrastructure environments.
Proven direct-sourcing capability: comfortable and effective on the phone, with a track record of building pipeline without dependence on job boards.
Strong hiring manager management skills, with the ability to set expectations, push back constructively, and hold leaders to committed timelines.
High standards for data integrity and process discipline within an ATS; able to work in a metrics-driven environment with visible individual accountability.
Clear, professional written and verbal communication suitable for executive-level stakeholders.

Nice To Haves

Experience recruiting in power generation, electrical equipment, switchgear, modular construction, or adjacent mission-critical infrastructure sectors.
Experience recruiting in a private equity-backed, high-growth, or M&A-active environment with shifting priorities and volume.
Familiarity with multi-site, multi-business-unit recruiting models and distributed hiring teams.
Have Humanity: treats every candidate and hiring manager with respect; protects the candidate experience even in regret conversations.
Be Transparent: communicates pipeline reality honestly, surfaces risk early, and never lets a stakeholder be surprised.
Drive Innovation: continuously improves sourcing channels, tools, and process; brings new ideas to persistent hiring challenges.
Be Resilient: sustains energy and focus through long searches, declined offers, and shifting priorities.
Always Reliable: does what they say they will do, on the timeline committed; follow-through is non-negotiable.
Grit: pursues hard-to-fill roles with persistence; keeps dialing when the easy channels run dry.

Responsibilities

Own a dedicated portfolio of engineering, technical, and field services requisitions end-to-end: intake, sourcing strategy, screening, interview coordination, debrief facilitation, offer construction, and close.
Flex to support other exempt requisitions across the enterprise where capacity allows, as prioritized by the Sr. Manager, Talent Acquisition.
Deliver against the enterprise salaried time-to-hire standard of 45 days, with proactive escalation and intervention planning on any requisition approaching the 30-day aging threshold.
Run structured intake sessions with hiring managers that produce a calibrated candidate profile, a sourcing plan, and a committed interview cadence before the search opens.
Build pipeline primarily through direct outreach (phone-first engagement, targeted messaging, referrals, and market mapping) rather than reliance on inbound applications or job-board postings.
Develop and maintain talent maps for critical engineering disciplines (electrical design, power systems, controls, quality, manufacturing engineering) across MCG's geographic footprint.
Support Workforce Development in building and leveraging engineering talent pipelines and early career opportunities, including university, co-op, internship, and apprenticeship channels.
Work with the Compensation team on market pricing, candidate availability, and competitive dynamics in engineering talent markets, bringing data to intake and offer conversations.
Operate at the trusted-partner standard: communicate proactively, bring solutions with problems, and hold structured weekly updates on every active search.
Facilitate timely, decision-ready debriefs following onsite interviews and drive hiring teams to clear yes/no outcomes.
Coach interview teams on structured evaluation, calibration, and candidate experience expectations.
Ensure every onsite candidate receives a status update within three (3) business days of interview debrief, without exception.
Maintain complete, current, and accurate requisition and candidate records in SmartRecruiters, including dispositions, stage movement, and interview feedback.
Uphold consistent, professional communication with all candidates from first contact through offer or regret.
Maintain requisition data feeding the enterprise vacancy tracker and recruiting scorecards; report weekly on pipeline health, aging, and forecast confidence.
Contribute to the standardization of the TA operating model, including interview frameworks, evaluation rubrics, and engineering-specific hiring playbooks.