Recruiting Manager, Engineering New Torrance, California, United States

Divergent is building the new industrial age. Every day, our teams design, manufacture, and assemble advanced systems for some of the world’s most demanding industries. Our integrated engineering and manufacturing platform transforms complex designs into production-ready solutions, helping customers move faster, build smarter, and deliver critical systems when they matter most. Divergent is a qualified Tier 1 supplier to global automotive OEMs and supports leading U.S. aerospace and defense companies. Join us and help push the boundaries of what can be built. Purpose Divergent is seeking a Recruiting Manager, Engineering to lead and develop the recruiting team responsible for hiring exceptional engineering and technical talent across the organization. This is a hands-on, player-coach role that combines people leadership with full-cycle recruiting. In addition to managing and developing a team of engineering recruiters, you will personally own a portfolio of engineering requisitions and be responsible for sourcing, screening, managing candidates through the interview process, and closing hires. The ideal candidate is an experienced recruiting leader who enjoys both leading a team and recruiting. You understand how to identify and engage highly specialized engineering talent and can operate effectively in a fast-paced hardware, manufacturing, aerospace, automotive, robotics, or deep-tech environment. The Role Lead & Develop the Engineering Recruiting Team Lead, coach, and develop a team of recruiters supporting engineering and technical hiring across Divergent. Establish clear expectations for recruiter performance, pipeline management, candidate experience, hiring-manager partnership, and recruiting execution. Conduct regular 1:1s, pipeline reviews, and performance discussions with recruiters. Develop recruiter capabilities in technical sourcing, candidate assessment, stakeholder management, closing, and data-driven recruiting. Allocate requisitions and recruiting resources based on business priorities, hiring volume, role complexity, and recruiter capacity. Create accountability around recruiting commitments, follow-up, data accuracy, and results. Provide hands‑on coaching and support on difficult searches, candidate situations, and hiring‑manager challenges. Own & Recruit Engineering Requisitions Maintain an active requisition load while managing the engineering recruiting team. Personally own full-cycle recruiting for assigned engineering positions, including critical, senior‑level, specialized, and difficult‑to‑fill searches. Partner directly with hiring managers to conduct intake meetings, define candidate profiles, establish interview processes, and develop recruiting strategies. Proactively source and engage passive engineering talent through LinkedIn Recruiter, Greenhouse, referrals, targeted research, networking, and other sourcing channels. Review applicants and conduct recruiter screens to assess technical alignment, relevant experience, career motivations, compensation expectations, location or relocation considerations, timing, and applicable employment requirements. Build and maintain strong candidate pipelines for current and anticipated engineering needs. Manage candidates throughout the interview process, maintaining consistent communication and driving timely decisions and feedback. Partner with hiring managers, Compensation, People Operations, and leadership to develop offer strategies and successfully close candidates. Maintain a high-quality candidate experience from initial outreach through offer acceptance and onboarding handoff. Drive Engineering Recruiting Strategy Partner with Engineering leadership and hiring managers to understand workforce plans, hiring priorities, technical requirements, and anticipated talent needs. Translate business priorities into clear recruiting strategies and execution plans. Help leaders prioritize requisitions based on business criticality, hiring timelines, available recruiting capacity, and talent‑market conditions. Develop sourcing strategies for difficult‑to‑fill and highly specialized engineering positions. Identify relevant talent pools, companies, industries, and geographic markets for priority searches. Build scalable talent pipelines for recurring and future engineering needs. Establish and monitor recruiting performance metrics, including time to fill, aging requisitions, pipeline health, time in stage, sourcing activity, offer acceptance, and hiring‑manager responsiveness. Regularly review individual recruiter pipelines and performance to identify where additional support, coaching, or recalibration is needed. Use recruiting data to identify bottlenecks, resource constraints, and opportunities to improve hiring outcomes. Communicate recruiting progress, risks, capacity constraints, and recommendations to Recruiting and Engineering leadership. Ensure the team maintains accurate and timely candidate, requisition, and activity data within Greenhouse. Balance the manager's own requisition workload with team capacity and changing business priorities. Partner With Hiring Leaders Serve as a trusted recruiting partner to Engineering leaders and hiring managers. Lead recruiting intake and calibration discussions to ensure alignment on technical requirements, candidate profiles, interview plans, and hiring timelines. Coach hiring managers on effective candidate evaluation, interview practices, timely feedback, and competitive hiring processes. Identify situations where hiring criteria, compensation, interview processes, or market conditions are limiting the candidate pipeline and recommend appropriate adjustments. Provide talent‑market insights and help leaders understand tradeoffs involving candidate availability, experience, compensation, location, and hiring timelines. Escalate recruiting roadblocks and recommend solutions when hiring progress is at risk. Improve Recruiting Operations Continuously evaluate recruiting workflows and identify opportunities to improve speed, quality, scalability, and visibility. Develop consistent recruiter and hiring‑manager practices across intake, sourcing, screening, interviewing, feedback, and offer management. Leverage recruiting technology, automation, and AI‑enabled tools to improve recruiter productivity and candidate identification while maintaining appropriate human oversight. Partner across Recruiting, People Operations, Finance, Compensation, and business leadership to support workforce planning and hiring execution. Basic Qualifications Ability to lawfully access information and technology that is subject to US export controls 8+ years of full-cycle recruiting experience, with significant experience recruiting engineering or highly technical talent. 2+ years of experience directly managing, leading, or formally developing recruiters. Demonstrated success personally sourcing and closing difficult‑to‑find engineering talent. Experience simultaneously managing recruiters and carrying an active requisition workload strongly preferred. Experience supporting engineering organizations within industries such as aerospace, automotive, advanced manufacturing, robotics, hardware, defense, industrial technology, or other deep‑tech environments. Strong technical sourcing skills with demonstrated success engaging passive candidates. Experience managing multiple hiring priorities and allocating recruiting resources based on business needs. Demonstrated ability to use recruiting metrics and data to identify problems and drive decisions. Strong stakeholder‑management skills with the ability to partner effectively with senior leaders and technical hiring managers. Experience with applicant tracking systems and recruiting technology; Greenhouse and LinkedIn Recruiter experience strongly preferred. Strong written, verbal, organizational, and analytical skills. Preferred Qualifications Experience recruiting across multiple engineering disciplines, including mechanical, electrical, manufacturing, automation & controls, software, materials, structures, test, systems, or related technical functions. Experience supporting high‑growth or rapidly scaling engineering organizations. Experience recruiting within a startup or similarly fast‑paced environment where priorities and hiring needs evolve quickly. Experience developing recruiting dashboards, capacity models, or hiring‑performance reporting. Experience implementing or evaluating recruiting technology, automation, AI‑enabled sourcing, or candidate‑assessment tools. Experience recruiting for positions subject to U.S. export‑control requirements. Compensation At Divergent, our pay range is based on the level of the job. For this role, we will consider candidates at levels M06 - M07 as evaluated through our interview process. M06 / Manager: $127,520 - $175,340 M07 / Senior Manager: $147,940 - $203,420 Pay Range

$127,520 - $203,420 USD

What We Offer: Holistic Compensation Package: Enjoy a world-class compensation package that includes a competitive salary, equity plan, and discretionary results‑based incentive bonus opportunities, ensuring you're truly valued for your contributions. Wellness and Time Off: Embrace a healthy lifestyle with paid vacation, sick time, and company holidays, including a year‑end shutdown to recharge. We support growing families with paid parental leave, recognizing the importance of bonding time. Comprehensive Health and Wellness: Prioritize your well‑being with our comprehensive health and wellness benefits, offering both HMO and Premium PPO options. Additionally, benefit from company‑sponsored life insurance and short and long‑term disability coverage for peace of mind. Investment in Growth: We're committed to your professional development. Take advantage of reimbursement opportunities for learning and development initiatives, empowering you to continuously expand your skill set and reach peak performance. Collaborative and High‑Performing Environment: Join our collaborative, dynamic, and high‑performing team within a fast‑paced, mission‑driven company. Together, we're disrupting the traditional manufacturing industry, fostering innovation, and integrating people and technology to reduce our footprint. Equal Employment Opportunity Divergent is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability or veteran status, or any other applicable state or federal protected characteristic. Divergent provides affirmative action in employment for qualified Individuals with Disabilities and Protected Veterans in compliance with Section 503 of the Rehabilitation Act and the Vietnam Era Veterans’ Readjustment Assistance Act. EEO Poster E-Verify: Right to Work Our company participates in E-Verify. E-Verify is a program that electronically confirms a candidate’s eligibility to work in the United States after completing the Employment Eligibility Verification (Form I-9). The information provided on the Form I-9 is compared to the records contained in the Social Security Administration and Department of Homeland Security (DHS) databases. This helps employers verify the identity and employment eligibility of newly hired employees. Eligibility to Work Poster (English) | Eligibility to Work Poster (Spanish) Los Angeles Fair Chance Initiative for Hiring Ordinance (FCIHO) Pursuant to the Los Angeles Fair Chance Initiative for Hiring Ordinance (FCIHO), we will consider for employment qualified applicants with arrest and conviction records. No agencies, no solicitations, and no calls please. Voluntary Self-Identification For government reporting purposes, we ask candidates to respond to the below self-identification survey. Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiringprocess or thereafter. Any information that you do provide will be recorded and maintained in a confidential file. As set forth in Divergent’s Equal Employment Opportunity policy, we do not discriminate on the basis of any protected group status under any applicable law. A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability. A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran’s discharge or release from active duty in the U.S. military, ground, naval, or air service. An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense. An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985. #J-18808-Ljbffr Divergent3d