Recruiting Supervisor \u007C High Volume Manufacturing Recruiting

Job Description

Job Description

GTI is a contract manufacturing partner supporting customers in renewable energy, power generation, infrastructure, and industrial systems.

We fabricate custom designed, purpose-built enclosures and skids for our customers and perform mechanical and electrical integration in-house, delivering a true turn-key product to our customers. Our scope spans Engineering, prototype builds, through full production, requiring teams that can move fast, adapt, and execute with precision.

GTI Values: Safety I Quality I Customer Obsession I Speed I Agility 

Position Overview
GTI Energy is seeking a Recruiting Supervisor to lead high-volume hourly staffing operations across multiple manufacturing sites. This role is responsible for managing a team of up to 8 recruiters supporting 300+ open hourly positions across Arizona and Buffalo.

The Recruiting Supervisor will drive recruiter performance, improve interview activity, hold hiring teams accountable to staffing plans, and ensure labor demand is filled by required need-by dates. This role requires a hands-on leader who can operate at speed, build systems, remove bottlenecks, and execute in a metrics-driven environment.

The ideal candidate has prior leadership experience in high-volume recruiting for manufacturing, fulfillment, logistics, warehousing, industrial, or skilled trades environments.

Key Responsibilities

High Volume Staffing Leadership
• 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

Hourly Hiring Delivery & Need-by Date Ownership
• 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

Hiring Manager Accountability & Workforce Planning
• 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

Interview Process Optimization
• 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

Recruiting Metrics & Performance Management
• 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

Skilled Trades & Hard-to-Fill Hiring
• 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
• Support relocation, travel labor, and incentive hiring programs when needed

Process, Systems & TA Operations
• 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

Cross-Site Operational Support
• 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

Leadership & Culture
• 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

Required Qualifications
• 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

Preferred Qualifications
• 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

GTI offers a competitive compensation and benefits package designed to support employees and their families while providing long-term career growth opportunities within a fast-growing manufacturing organization. Benefits may include:

• Medical, dental, and vision insurance
• 401(k) with company match (where applicable)
• Paid Time Off (PTO) and paid holidays
• Sick time in accordance with state and local requirements
• Company-paid life insurance and disability coverage
• Career advancement opportunities within a rapidly growing organization
• Exposure to advanced manufacturing, modular infrastructure, and large-scale industrial projects
• Collaborative, fast-paced environment with strong operational and engineering leadership
• Employee-focused culture centered on safety, quality, accountability, and continuous improvement

Benefits eligibility and offerings may vary based on position, location, and employment classification.

GTI promotes a diverse and inclusive workforce and is an Equal Opportunity Employer that does not discriminate against employees or applicants for employment on the basis of race, color, national origin, ancestry, age, religion, sex, gender, gender identity, gender expression, sexual orientation, physical or mental disability, medical condition, genetic information, military or veteran status, marital status, or any other Federal or State legally-protected classes. We also value the safety of all employees and work hard to maintain a Drug Free Workplace.

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We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.