Recruiter

About Laboratory Testing Laboratory Testing (LTI) has been the trusted testing partner for mission-critical industries since 1984, when Robert and Mike McVaugh opened its doors as a local metallurgical lab. Today, LTI is ISO 17025 and NADCAP accredited, running destructive and non-destructive testing, machining, and calibration services for close to 3,000 customers across the aerospace, defense, space, and nuclear supply chains. The company is still led by the McVaugh family, now in its third generation, and has partnered with Kanbrick, a long-term investment partnership, to bring operating support and capital to its next phase of growth without losing what built it. The Role LTI is scaling headcount and needs someone who can own the full arc of hiring. Reporting to LTI’s HR Business Partner, this is a hands-on seat: you build the pipeline, run the process, and close the candidates who raise the bar. You typically carry five to fifteen open searches at a time, spanning skilled lab and technical roles as well as corporate and SG&A positions. On-site presence is expected at LTI’s Hatfield headquarters, along with travel to the events, schools, and associations where the talent is. Full-Cycle Recruiting You own full-cycle recruiting, carrying each search from sourcing strategy and first outreach through the signed offer, not just the stages in the middle. Your ownership runs through the accepted offer and completed pre-employment requirements, at which point the new hire passes to the HR Generalist for onboarding. You keep an honest read on pipeline health and raise it early when a search is not tracking. Hiring Manager Partnership & Process You are the hiring manager’s consultant, not their scheduler. Before a search opens, you translate what the business needs into accurate hiring criteria and a job description, so the pipeline is built around the right bar and not just a fast one. LTI has a defined recruiting process, and you own keeping it consistent: you educate managers on how it works, hold them to it as searches move, and close the gaps you find in it. That extends to how LTI evaluates people: you run the structured interview guides and scorecards, and you coach hiring managers on using them so candidates are assessed against the same standard rather than on impression. You also keep hiring practices compliant with applicable federal and state employment law and with the recordkeeping and reporting obligations that come with LTI’s work in regulated supply chains, partnering with the HR Business Partner where those requirements are unclear. Talent Pipelines & Employer Brand The best candidates for LTI’s skilled roles are not sitting in an inbox. You build the pipeline deliberately: relationships with regional trade and technical schools, vo-tech programs, community colleges, certification programs in nondestructive testing and metallurgy, industry associations, and military transition programs. You attend job fairs and events, making LTI a name skilled candidates recognize before they apply. LTI supports thiswork and funds participation in approved events, associations, and school partnerships, so you build the plan and make the case for where LTI should show up. LTI has hosted interns before but has never had a formal program, and you build one, working with lab and functional leaders to define the roles and convert strong interns into full-time hires. Over time you help shape where LTI’s talent comes from next, bringing a market view on what roles cost, where the supply is, and which channels are working, and using it to strengthen LTI’s recruiting strategy rather than simply executing the searches in front of you. Recruiting Technology & Systems You own recruiting inside ADP Workforce Now (WFN) and push the system to do more of the work. Requisitions, approvals, and interview feedback still move through paper forms and email today, and you build them into ADP WFN so a request routes for approval and reaches you without ever leaving the system. You work directly with ADP to configure what is needed, with support from the HR Business Partner, and you keep candidate records accurate and complete. You default to AI tools for sourcing research, market mapping, and screening, using them to cover more ground than a manual process allows. What Makes This Different You build the hiring function, not inherit one: LTI is investing in growth, and this hire is part of building the people systems that have not existed here before, from sourcing channels and employer brand through the process and technology that run them. You hire the next generation of a company built by the last three: LTI has run on family ownership and long tenure for three generations, and this role brings in the talent that carries that forward. Real ownership, not order taking: Within the first year, you are running LTI’s recruiting engine independently, with sourcing strategy, employer brand, process, and systems all sitting with you, and with the latitude to decide where LTI competes for talent next. Who We Are Looking For One requirement we will not flex on: you have recruited skilled labor successfully. You do not need to have recruited corporate and SG&A roles before, but you do need to pick them up quickly. A degree is not required, and PHR or SHRM-CP is welcome but not expected. This role fits a few different backgrounds well: A full-cycle recruiter with three to five years of experience, at least two of them hiring skilled trades or technical roles, who has run sourcing to offer end to end rather than owning one stage of a longer pipeline. An in-house recruiter from a manufacturing, industrial, or technical environment who wants to build a function deliberately rather than keep administering an existing one. An agency or search recruiter who has placed skilled trades and technical roles and wants to own a company’s hiring end to end instead of filling orders. Beyond background, you will thrive here if you: Build pipelines rather than work an application queue, and can show what you built and what it produced. Have made inroads into nontraditional talent channels, whether trade school partnerships, certification programs, or military transition pipelines, and can point to hires that came out of them. Hold the bar under pressure to fill, and say so when a search is drifting toward the fastest candidate rather than the right one. Have used structured interview guides and scorecards, or can pick them up quickly and teach them to managers who have not used them before. Are comfortable working inside an HRIS, and will improve a workflow rather than work around it. Are AI-native: you default to AI tools for research, analysis, and problem‑solving, and can point to specific examples of using AI to create real business impact. Move at pace without dropping candidates, communicate directly with managers and candidates alike, and flag problems early rather than waiting to be asked. LTI runs on the Kanbrick Business System, the operating playbook Kanbrick installs across its partner companies to build enduring businesses, brick by brick. This is a seat with real ownership in a company built to last. LTI offers competitive compensation, a comprehensive benefits package, including medical, dental, and vision coverage, a 401(k) with company match, paid time off and holidays, and company‑paid life and disability insurance. #J-18808-Ljbffr Kanbrick