Talent Acquisition Lead

Senior plc•Walpole, MA

9h•$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, tools, processes, policies, systems, and practices needed to support current and future growth while maintaining hiring quality. The position combines strategic leadership with personally conducting full-cycle recruiting for key positions, including sourcing, interviewing, partnering with hiring managers, and closing offers. The Talent Acquisition Lead will advise business leaders on workforce needs and hiring plans, develop candidate and hiring-manager experiences, establish metrics and interview practices, and determine when to use external recruiting partners. A Recruiting Coordinator reports to this role; the lead will direct their work and develop their capabilities. Applicants must be U.S. Persons or properly licensed foreign persons for access to facilities and systems restricted under ITAR and/or EAR. Conditional-offer candidates may be asked to provide information for export-control eligibility and licensing assessments.

Requirements

High school degree and 5 or more years of progressive talent acquisition experience.
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.
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, with the ability to adapt 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.
Knowledge of recruiting technology and analytics, including applicant tracking systems, sourcing platforms, social media postings, and recruiting performance metrics.
Ability to partner with hiring managers and business leaders and advise on talent availability, hiring strategies, selection practices, and workforce planning.
Strong organizational and project management skills, including the ability to balance multiple priorities and deliver results in a fast-changing environment.
Hands-on, resourceful, solutions-oriented approach and ability to operate independently and take ownership from strategy through execution.
Strong communication, relationship-building, and influencing skills, with confidence working across all organizational levels.
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

Design and implement a scalable talent acquisition function to support rapid growth while maintaining hiring quality.
Establish recruiting processes, policies, systems, and best practices.
Personally lead full-cycle recruiting for key positions, including sourcing, candidate engagement, interviewing, selection, offer negotiation, and closing.
Build candidate pipelines and deliver hires for frontline, technical, engineering, and professional roles.
Partner with business leaders to understand workforce needs, prioritize positions, and develop recruiting plans.
Create consistent, efficient, and engaging candidate and hiring-manager experiences.
Establish recruiting metrics, interview and selection practices, and hiring workflows.
Direct the work of the Recruiting Coordinator, develop their capabilities, and maximize the team's impact.
Determine when and how to use external recruiting partners.
Provide market intelligence and recruiting guidance, challenge assumptions, influence decisions, and advise leaders on attracting and securing talent.
Manage multiple requisitions and hiring priorities with urgency.