Hadrian - Manufacturing the Future
Hadrian builds software-defined high-precision component factories for the top aerospace companies in the world. We are in search of individuals with the drive to augment manufacturing, helping enable our engineers to build complex, yet elegant software as well as machinists who have a passion for pushing the trade forward.
Position Overview
The Machining Recruiting Specialist owns sourcing, attracting, and hiring talent for critical roles within Hadrian’s Operations team: CMM Programmers, Quality Specialists/Inspectors, CAM Programmers, and Manufacturing Engineers.
Given the talent shortage in these specialized areas, this role demands innovative and non-traditional recruiting strategies to tap into latent talent pools beyond conventional online platforms.
This role reports to the Head of Workforce Development within Hadrian’s Operations team.
Key Responsibilities
- Pipeline Development:
- Employ both inbound and outbound recruiting strategies to build a robust pipeline of candidates.
- Utilize creative sourcing techniques to access talent pools that are not actively looking for new opportunities online.
- Technical Assessment:
- Develop and implement technical tests and assessments to objectively evaluate the technical skills of candidates.
- Gauge the technical level of all candidates accurately, ensuring they meet the specific requirements of the role they are being considered for.
- Character and Fit:
- Implement methods to assess the character and cultural fit of potential candidates, ensuring alignment with the company’s values and work environment.
Qualifications
- Proven experience in technical recruiting, with a successful track record of filling specialized roles in manufacturing environments.
- Strong ability to assess technical skills and competencies through the development of tests and objective evaluation criteria.
- Innovative thinking and resourcefulness in sourcing candidates from non-traditional talent pools.
- Ability to gauge character and assess cultural fit effectively with particular sensitivity to manufacturing work environments
Success Factors and Illustrative Examples
- Intelligence: Find signal and prioritize in an environment with high variability.
- Example: Identifies emerging platforms and professional networks where passive candidates for specialized roles might engage, implementing targeted recruitment campaigns to attract these individuals.
- Autonomous: Create targeted and pragmatic goals for individual workstreams that tie to larger business outcomes.
- Example: Independently develops a partnership with technical training institutions to create a pipeline of future talent, aligning recruitment strategies with long-term talent acquisition goals.
- Fair/Predictable: Understand the importance of standardization of people and physical processes.
- Example: Standardizes the technical assessment process across various roles to ensure a fair and predictable evaluation of all candidates, enhancing the objectivity of the hiring process.
- Decisiveness: Drive quick decisions and action instead of remaining stuck in analytical hell.
- Example: Quickly adapts recruiting strategies in response to feedback and market changes, deciding promptly on alternative sourcing methods to maintain a steady flow of qualified candidates.
These illustrations are meant to provide candidates with insight into our performance management system and are not exhaustive or limiting criteria.
ITAR REQUIREMENTS:
To conform to U.S. Government space technology export regulations, including the International Traffic in Arms Regulations (ITAR) you must be a U.S. citizen, lawful permanent resident of the U.S., protected individual as defined by 8 U.S.C. 1324b(a)(3), or eligible to obtain the required authorizations from the U.S. Department of State. Learn more about the ITAR here. 
