Electricians Jobs

About The Position

Requirements

• 5–8+ years of recruiting experience with strong high-volume hiring background
• 2+ years of leadership experience managing recruiters, staffing teams, or recruiting operations
• Experience supporting manufacturing, fulfillment, warehouse, logistics, industrial, or skilled trades hiring environments
• Proven success managing high req loads and multi-site staffing operations
• Strong metrics orientation and ability to manage through KPIs
• Experience holding hiring leaders accountable and influencing operational stakeholders
• ATS experience and strong recruiting systems discipline

Nice To Haves

• Experience supporting 200+ concurrent hourly openings
• Background in manufacturing recruiting for welders, electricians, maintenance, assembly, or supervisors
• Experience with Lever, ADP Recruiting, Indeed, ZipRecruiter, LinkedIn Recruiter, or staffing vendor management
• Experience building hiring events, walk-ins, and rapid staffing campaigns
• Bilingual capability preferred depending on market needs
• Experience in hyper-growth environments strongly preferred

Responsibilities

• Lead a team of up to 8 recruiters supporting 300+ open hourly positions across multiple GTI sites
• Drive daily recruiting activity including sourcing, outreach, screening, interview scheduling, offers, and starts
• Establish clear productivity expectations for recruiters including calls, interviews, offers, starts, and pipeline health
• Coach recruiters to operate with urgency, ownership, and strong candidate control
• Build bench strength and succession capability across recruiting team
• Own staffing delivery against site labor demand plans and required need-by dates
• Ensure manufacturing operations have sufficient labor to support production schedules, launches, and growth targets
• Forecast hiring volume by location, department, shift, and skill set
• Prioritize highest-risk openings and labor shortages with clear recovery plans
• Escalate staffing risks early with data-backed recommendations
• Hold plant leaders, hiring managers, and operations teams accountable to interview availability, hiring decisions, and staffing plans
• Drive disciplined intake meetings, workforce planning cadence, and demand reviews
• Challenge unrealistic hiring timelines or low-engagement hiring behavior
• Ensure interview panels move quickly and candidate decisions are timely
• Build strong partnerships while maintaining recruiting authority on process discipline
• Redesign and streamline interview workflows to reduce time-to-hire and candidate drop-off
• Increase interview activity across high-demand skilled labor roles including Electricians, Welders, Fabricators, Industrial Technicians, and Supervisors
• Improve plant-level interview scheduling, hiring manager responsiveness, and on-site interview conversion rates
• Standardize scorecards, interview questions, and selection criteria where appropriate
• Remove unnecessary hiring steps that slow production staffing
• Own KPIs including time-to-fill, time-to-start, interview volume, offer acceptance, starts, show rates, source effectiveness, recruiter productivity, and aging reqs
• Build dashboards and executive-ready reporting for staffing progress by site and department
• Drive accountability through daily standups, scorecards, and weekly business reviews
• Use data to identify underperformance and implement corrective action plans
• Build targeted recruiting strategies for skilled labor including Electricians, Welders, GTAW Welders, Maintenance Technicians, Production Leaders, and specialty roles
• Increase sourcing effectiveness using Indeed, ZipRecruiter, LinkedIn Recruiter, referrals, staffing networks, and community partnerships
• Develop market intelligence around wage competitiveness and labor availability
• Support relocation, travel labor, and incentive hiring programs when needed
• Ensure ATS discipline, candidate tracking accuracy, and clean recruiting workflows
• Improve recruiter templates, automations, scheduling tools, and reporting processes
• Partner with HR and Operations on onboarding readiness and start-date execution
• Maintain compliance with hiring processes, documentation, and policy standards
• Support staffing needs across Arizona and Buffalo facilities, balancing recruiter resources where demand is highest
• Travel to plant locations as needed for hiring events, process resets, or leadership meetings
• Build consistent staffing standards across sites while adapting to local labor markets
• Create a competitive, high-performance recruiting culture focused on results and service
• Coach through underperformance and recognize top performers
• Build strong morale while maintaining high standards and accountability
• Lead by example with urgency, ownership, and resilience in a fast-growth environment