Senior Talent Acquisition Partner - Engineering

Role Description

The Sr. Talent Acquisition Partner, Engineering owns full-lifecycle recruiting for engineering and technical professional roles across Mission Critical Group's business units, including:

• Electrical
• Mechanical
• Quality
• Applications
• Design
• Sales engineering
• Field services positions

This is a senior individual contributor role for a recruiter who operates as a trusted partner to engineering leaders:

• Builds pipeline through direct, phone-first outreach
• Understands the technical and market realities of power and electrical infrastructure talent
• Closes hard-to-fill roles in competitive markets

The role carries direct accountability for:

• Time-to-hire performance
• Candidate experience standards
• Data integrity within the enterprise applicant tracking system

Qualifications

• 7-10 years of full-lifecycle recruiting experience, with at least 5 years focused on engineering or technical professional roles
• Demonstrated success closing hard-to-fill engineering positions (e.g., electrical, mechanical, quality, applications engineering) in manufacturing, industrial, energy, or infrastructure environments
• Proven direct-sourcing capability: comfortable and effective on the phone, with a track record of building pipeline without dependence on job boards
• Strong hiring manager management skills, with the ability to set expectations, push back constructively, and hold leaders to committed timelines
• High standards for data integrity and process discipline within an ATS; able to work in a metrics-driven environment with visible individual accountability
• Clear, professional written and verbal communication suitable for executive-level stakeholders

Requirements

• Experience recruiting in power generation, electrical equipment, switchgear, modular construction, or adjacent mission-critical infrastructure sectors
• Experience recruiting in a private equity-backed, high-growth, or M&A-active environment with shifting priorities and volume
• Familiarity with multi-site, multi-business-unit recruiting models and distributed hiring teams

Benefits

• Have Humanity: treats every candidate and hiring manager with respect; protects the candidate experience even in regret conversations
• Be Transparent: communicates pipeline reality honestly, surfaces risk early, and never lets a stakeholder be surprised
• Drive Innovation: continuously improves sourcing channels, tools, and process; brings new ideas to persistent hiring challenges
• Be Resilient: sustains energy and focus through long searches, declined offers, and shifting priorities
• Always Reliable: does what they say they will do, on the timeline committed; follow-through is non-negotiable
• Grit: pursues hard-to-fill roles with persistence; keeps dialing when the easy channels run dry