Talent Acquisition Recruiter - Military (Contract)

Entegris•Colorado Springs, CO

4d•$50 - $65

About The Position

Why Work at Entegris Lead. Inspire. Innovate. Define Your Future. Not everyone who works for a global company shares the same background, experiences and perspectives. We leverage the differences of our employees to bring new ideas to the table. Every employee throughout the company is encouraged to share input on projects and initiatives. Our decision-making process is truly a collaborative effort as we realize there are leaders at every level of the organization. We put our values at the core of how we operate as an organization — not just when it’s convenient, but in a lasting and meaningful way. We want the time and energy you spend here to have a positive impact on your life inside and outside of the office. The Talent Acquisition Recruiter at Entegris will play a critical role in building a strong pipeline of military service members, transitioning veterans, and military family members to meet current and future business needs. This position focuses on hiring former and transitioning service members into professional and hourly roles across Operations, Engineering, and R&D at multiple sites, while serving as a flexible recruiting partner who can support a wide range of positions during peak demand. The Recruiter will proactively identify, attract, and engage both active and passive military talent, translating military occupational specialty (MOS) into corporate opportunities and partnering closely with hiring managers, HR, and Talent Acquisition leadership to deliver timely, high‑impact hiring outcomes.

Requirements

Strong sourcing and talent‑hunting capabilities, with experience recruiting military veterans, transitioning service members, military family members, and civilian talent in high‑volume and/or technical hiring environments.
Proven ability to partner with, influence, and advise hiring managers, helping them understand how military experience and transferable skills align to role requirements.
Solid understanding of applicant tracking systems and recruiting technology (Workday preferred), along with modern sourcing tools and platforms
Demonstrated ability to operate in a fast‑paced, dynamic environment, effectively prioritizing competing demands across veteran and non‑veteran hiring needs while meeting business timelines.
Excellent verbal, written, and interpersonal communication skills.
Strong problem‑solving and market‑assessment skills, including the ability to evaluate both military and civilian talent markets.
Bachelor’s degree preferred; prior corporate recruiting experience required, with experience supporting multiple functions, job families, or locations.
Ability to anticipate hiring constraints, workforce challenges, or skill gaps and proactively develop creative sourcing and recruiting solutions.
Comfort navigating complex, evolving business demands while balancing veteran hiring initiatives with broader organizational recruiting priorities.

Responsibilities

Manage full life‑cycle recruiting for military veterans, transitioning service members, and military family members across Operations, Engineering, R&D, and other roles as needed at multiple locations.
Partner closely with hiring managers to define role requirements, timelines, and success profiles, advising on how military skills, training, and leadership experience align with business needs.
Proactively source and engage active and passive military‑connected talent using veteran‑focused job boards, social platforms, talent databases, military transition programs, referrals, and other non-traditional sourcing channels.
Build and maintain diverse talent pipelines of veteran and military‑connected candidates for high‑volume and highly technical roles to support both immediate and long-term workforce needs.
Review applications, conduct phone and virtual screens, coordinate interviews, and guide candidates through all stages of the hiring process, ensuring an inclusive and supportive experience.
Support non-military recruiting efforts as dictated by peak business demands.
Translate military occupational specialties (MOS/AFSC/NEC), certifications, and operational experience into relevant corporate competencies during candidate evaluation and screening.
Maintain accurate candidate data, documentation, and recruiting workflows within Workday and other talent acquisition systems.
Provide regular status updates and insights to hiring managers, HR partners, and Talent Acquisition leadership on hiring progress, pipeline health, and outcomes.
Deliver a high‑quality candidate experience through transparent communication, interview preparation, and guidance tailored to candidates transitioning from military to civilian careers.
Participate in talent acquisition projects and initiatives focused on expanding veteran hiring programs, improving recruiting processes, and scaling support for organizational growth.