Vaco Recruiter Services
Talent Acquisition Specialist
About the Company
Our client is a growing manufacturer with a multi-site footprint and a culture of safety, quality, and continuous improvement. The Talent Acquisition Specialist will build strong pipelines for both hourly production and salaried roles to keep operations running at peak performance. Position Summary
Own the end-to-end recruiting lifecycle for a mix of
hourly/non-exempt
(e.g., machine operators, assemblers, material handlers, maintenance techs, quality inspectors) and
exempt
roles (e.g., engineers, supply chain, EHS, supervisors). You’ll partner with plant leadership to forecast needs, create sourcing strategies, run efficient processes, and deliver diverse slates—on time and within budget. Key Responsibilities
Intake & Workforce Planning:
Lead structured intake meetings; define success profiles, interview teams, timelines, and compensation parameters.
Sourcing & Pipelines:
Build proactive talent pools via job boards, social, referrals, community outreach, trade schools/apprenticeships, veterans groups, and local job fairs; run
high-volume hourly
recruiting for multiple shifts.
Process Ownership:
Manage full cycle recruiting (postings ? screen ? schedule ? assess ? debrief ? offer ? background/drug/E-Verify ? onboarding) with strong candidate communication throughout.
Plant Partnership:
Collaborate with operations, HRBPs, and safety leaders; understand shift structures, overtime needs, and seasonality; advise on market data and hiring trade-offs.
Employer Brand:
Draft compelling job ads; ensure consistent, inclusive messaging; track campaign performance and iterate.
Data & Compliance:
Maintain clean ATS data, generate weekly dashboards (time-to-fill, time-to-start, offer acceptance, source effectiveness, slate diversity), and ensure compliance with company policies and applicable laws (EEO, OFCCP where applicable, I-9/E-Verify).
Onboarding Coordination:
Partner with HR/Operations to deliver a smooth Day-1 (badging, safety orientation, training schedules).
Events & Community:
Plan and execute hiring events, plant tours, and partnerships with local workforce boards and vocational programs.
Qualifications
2–4+ years of recruiting experience;
manufacturing or industrial
hiring strongly preferred.
Proven success filling
hourly production
roles at scale plus a selection of
exempt/salaried
roles.
Proficiency with an
ATS
(e.g., Workday, iCIMS, Greenhouse, UKG) and sourcing tools (LinkedIn Recruiter, Indeed, niche boards).
Strong interviewing & assessment skills; comfortable coaching hiring managers on structured selection and DEI best practices.
Organized, metrics-driven, and calm under urgency; excellent written and verbal communication.
Willingness to
travel to plant sites
(10–25%) for hiring events and onsite interviews.
Bilingual (e.g., English/Spanish) a plus.
Success Metrics
Time-to-fill and time-to-start by role family/shift
Offer acceptance rate and 30/90-day retention
Quality of hire (manager satisfaction, ramp milestones)
Slate diversity and source effectiveness
Candidate & hiring manager experience scores (CSAT)
Tools & Environment
ATS/HRIS (e.g., Workday, iCIMS, Greenhouse, UKG)
Sourcing platforms (LinkedIn Recruiter, Indeed, Handshake/trade schools)
Microsoft 365/Google Workspace; basic reporting in Excel/Sheets
Determining compensation for this role (and others) at Vaco/Highspring depends upon a wide array of factors including but not limited to the individual’s skill sets, experience and training, licensure and certifications, office location and other geographic considerations, as well as other business and organizational needs. With that said, as required by local law in geographies that require salary range disclosure, Vaco/Highspring notes the salary range for the role is noted in this job posting. The individual may also be eligible for discretionary bonuses, and can participate in medical, dental, and vision benefits as well as the company’s 401(k) retirement plan.
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About the Company
Our client is a growing manufacturer with a multi-site footprint and a culture of safety, quality, and continuous improvement. The Talent Acquisition Specialist will build strong pipelines for both hourly production and salaried roles to keep operations running at peak performance. Position Summary
Own the end-to-end recruiting lifecycle for a mix of
hourly/non-exempt
(e.g., machine operators, assemblers, material handlers, maintenance techs, quality inspectors) and
exempt
roles (e.g., engineers, supply chain, EHS, supervisors). You’ll partner with plant leadership to forecast needs, create sourcing strategies, run efficient processes, and deliver diverse slates—on time and within budget. Key Responsibilities
Intake & Workforce Planning:
Lead structured intake meetings; define success profiles, interview teams, timelines, and compensation parameters.
Sourcing & Pipelines:
Build proactive talent pools via job boards, social, referrals, community outreach, trade schools/apprenticeships, veterans groups, and local job fairs; run
high-volume hourly
recruiting for multiple shifts.
Process Ownership:
Manage full cycle recruiting (postings ? screen ? schedule ? assess ? debrief ? offer ? background/drug/E-Verify ? onboarding) with strong candidate communication throughout.
Plant Partnership:
Collaborate with operations, HRBPs, and safety leaders; understand shift structures, overtime needs, and seasonality; advise on market data and hiring trade-offs.
Employer Brand:
Draft compelling job ads; ensure consistent, inclusive messaging; track campaign performance and iterate.
Data & Compliance:
Maintain clean ATS data, generate weekly dashboards (time-to-fill, time-to-start, offer acceptance, source effectiveness, slate diversity), and ensure compliance with company policies and applicable laws (EEO, OFCCP where applicable, I-9/E-Verify).
Onboarding Coordination:
Partner with HR/Operations to deliver a smooth Day-1 (badging, safety orientation, training schedules).
Events & Community:
Plan and execute hiring events, plant tours, and partnerships with local workforce boards and vocational programs.
Qualifications
2–4+ years of recruiting experience;
manufacturing or industrial
hiring strongly preferred.
Proven success filling
hourly production
roles at scale plus a selection of
exempt/salaried
roles.
Proficiency with an
ATS
(e.g., Workday, iCIMS, Greenhouse, UKG) and sourcing tools (LinkedIn Recruiter, Indeed, niche boards).
Strong interviewing & assessment skills; comfortable coaching hiring managers on structured selection and DEI best practices.
Organized, metrics-driven, and calm under urgency; excellent written and verbal communication.
Willingness to
travel to plant sites
(10–25%) for hiring events and onsite interviews.
Bilingual (e.g., English/Spanish) a plus.
Success Metrics
Time-to-fill and time-to-start by role family/shift
Offer acceptance rate and 30/90-day retention
Quality of hire (manager satisfaction, ramp milestones)
Slate diversity and source effectiveness
Candidate & hiring manager experience scores (CSAT)
Tools & Environment
ATS/HRIS (e.g., Workday, iCIMS, Greenhouse, UKG)
Sourcing platforms (LinkedIn Recruiter, Indeed, Handshake/trade schools)
Microsoft 365/Google Workspace; basic reporting in Excel/Sheets
Determining compensation for this role (and others) at Vaco/Highspring depends upon a wide array of factors including but not limited to the individual’s skill sets, experience and training, licensure and certifications, office location and other geographic considerations, as well as other business and organizational needs. With that said, as required by local law in geographies that require salary range disclosure, Vaco/Highspring notes the salary range for the role is noted in this job posting. The individual may also be eligible for discretionary bonuses, and can participate in medical, dental, and vision benefits as well as the company’s 401(k) retirement plan.
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