Sr. Recruiter (High-Volume Manufacturing)

How Will You Make An Impact? The High-Volume Recruiter is responsible for executing high-volume recruitment strategies to support new business growth, program ramps, and operational workforce needs. This role partners closely with HR, Operations, and Workforce Planning teams to ensure timely hiring of direct labor employees aligned with ramp schedules and production requirements. The High-Volume Recruiter manages the full recruitment cycle for large-scale hiring initiatives, including sourcing, screening, interviewing coordination, and candidate onboarding support to ensure workforce readiness for operational launches. Location This role will be based at our brand-new Prince George, VA facility that will be fully open later this year! What Will You Do? Execute high-volume recruiting strategies to support new business growth, program launches, and workforce ramp requirements. Partner with Operations, HR, and Workforce Planning teams to understand staffing needs, hiring timelines, and workforce ramp plans. Manage full-cycle recruiting activities for direct labor roles including sourcing, screening, interviewing coordination, and offer processes. Develop and maintain candidate pipelines to support continuous hiring needs and large-scale ramp initiatives. Utilize multiple sourcing channels including job boards, community partnerships, hiring events, and referral programs to attract qualified candidates. Coordinate and support hiring events, job fairs, and community outreach initiatives to drive candidate flow. Track and report recruiting progress against hiring plans, including candidate pipeline status, hiring metrics, and potential risks to ramp readiness. Ensure a positive candidate experience throughout the recruitment process. Partner with HR and onboarding teams to support new hire onboarding and orientation scheduling. Maintain accurate candidate data and recruiting activity within applicant tracking systems and HR systems. Support compliance with company hiring policies, procedures, and applicable employment laws. Participate in workforce ramp readiness meetings and hiring status updates with leadership. Identify opportunities to improve recruiting efficiency, candidate flow, and hiring processes. Education Bachelor’s degree in Human Resources, Business Administration, or a related discipline preferred. Experience At least 3-5+ years of recruiting experience, preferably in high-volume/direct labor and/or manufacturing environments. Experience supporting workforce ramps or large-scale hiring initiatives preferred. Or an equivalent combination of education, experience, and/or training. Knowledge, Skills, Abilities Understanding of high-volume recruiting practices and workforce ramp environments. Knowledge of applicant tracking systems and HR systems (preferably Workday). Familiarity with hiring event coordination and community-based recruiting strategies. Strong ability to manage multiple requisitions and hiring priorities simultaneously. Excellent communication and interpersonal skills. Strong organizational and time management capabilities. Ability to work in a fast-paced environment with aggressive hiring timelines. Strong collaboration skills with HR, operations, and leadership teams. Benefits You Will Receive While Working With Jabil Medical, Dental, Prescription Drug, and Vision Insurance with HRA and HSA options 401K match Employee Stock Purchase Plan Paid Time Off Tuition Reimbursement Life, AD&D, and Disability Insurance Commuter Benefits Employee Assistance Program Pet Insurance Adoption Assistance Annual Merit Increases Community Volunteer Opportunities In addition, Jabil offers benefits to enhance your health, wealth and resilient self. These include medical, dental, and vision insurance plans; 401(k) retirement plan and employee stock purchase plan; and paid time off. The pay range for this role is $79,400 - $142,900. Job-related, non-discriminatory factors used to determine the actual offered rate include qualifications and experience, geographic location, education, external market data, and consideration of internal equity. #J-18808-Ljbffr