Talent Acquisition Lead

Senior Metal Bellows•Sharon, MA

1d•$90,000 - $140,000

About The Position

Metal Bellows is seeking a hands-on Talent Acquisition Lead to build and lead its talent acquisition function during a period of rapid growth, with a goal of making more than 125 hires over the next 12 months. The role will establish the recruiting strategy, team, processes, systems, policies, and practices needed to support current and future hiring while maintaining quality. There is no existing recruiting playbook, so the Lead will create the function while personally recruiting for key positions and delivering hires. The Talent Acquisition Lead will partner with business leaders on workforce needs, hiring priorities, and recruiting plans; source and build candidate pipelines; and manage searches from candidate engagement through offer and close. The role will develop hiring practices and metrics, improve candidate and hiring-manager experiences, and advise leaders with market intelligence and solutions. A Recruiting Coordinator reports to this role, whose work and development the Lead will direct. The Lead will also decide when and how to use external recruiting partners. The position supports hiring across frontline manufacturing, engineering, technical, and professional roles. The company expects the person in this role to combine strategic ownership with direct recruiting execution, operate independently amid ambiguity, and help define how the talent acquisition function develops as the business scales. The stated annual salary range is $90,000–$140,000, plus bonus. Access to facilities and systems is subject to applicable U.S. export-control requirements; applicants receiving a conditional offer may be asked to provide information for trade-compliance assessment.

Requirements

High school degree.
At least 5 years of progressive talent acquisition experience, including significant recruiting experience in manufacturing, industrial, or similarly fast-paced, high-volume environments.
Demonstrated success recruiting frontline manufacturing talent, including production operators, technicians, skilled trades, and other hourly employees.
Proven full-cycle recruiting expertise, including proactive sourcing, candidate engagement, interviewing, selection, offer negotiation, and closing candidates.
Experience supporting high-volume hiring initiatives, ideally in a rapidly growing organization or one undergoing significant workforce expansion.
Experience recruiting engineering, technical, and professional positions and adapting sourcing strategies to different talent markets.
Track record of building, implementing, or improving recruiting processes and practices, including sourcing strategies, candidate pipelines, interview processes, recruiting systems, and hiring workflows.
Strong knowledge of recruiting technology and analytics, including applicant tracking systems, sourcing platforms, social media postings, and recruiting performance metrics.
Ability to partner effectively with hiring managers and business leaders and advise on talent availability, hiring strategies, selection practices, and workforce planning.
Excellent organizational and project management skills, including the ability to balance multiple hiring priorities in a fast-changing environment.
Hands-on, resourceful, solutions-oriented approach; ability to work independently, establish structure, and take ownership from strategy through execution.
Strong communication, relationship-building, and influencing skills, with confidence working across all levels of an organization.
Ability to manage multiple requisitions and priorities with a high sense of urgency.

Nice To Haves

Campus, trade school, or community partnership experience.
Knowledge of regulated manufacturing environments, such as AS9100, ITAR, or ISO.
HRCI, SHRM, or AIRS certification.

Responsibilities

Build and develop a scalable talent acquisition function, including its strategy, processes, policies, systems, and best practices.
Lead full-cycle recruiting for key positions, including proactive sourcing, candidate engagement, interviewing, selection, offer negotiation, and closing.
Build talent pipelines and deliver hires for frontline manufacturing, engineering, technical, and professional positions.
Partner with business leaders to understand workforce needs, prioritize roles, and develop recruiting plans aligned with growth targets.
Create consistent, efficient, and engaging candidate and hiring-manager experiences.
Establish recruiting metrics and develop interview, selection, and hiring practices.
Direct the work of the Recruiting Coordinator and develop their capabilities.
Determine when and how to use external recruiting partners to meet business needs.
Advise leaders on talent markets and hiring strategies, challenge assumptions, influence decisions, and offer creative solutions.
Manage multiple requisitions and hiring priorities with urgency while balancing strategy and execution.