Lead technical sourcing for aircraft engineering roles, building intelligence, relationships, and scalable sourcing systems to support hiring of world‑class talent.
Responsibilities
Own the top of funnel and partner closely with recruiters and hiring leaders to define target profiles and build deep, data‑informed sourcing strategies across aircraft engineering disciplines
Map the market by developing comprehensive talent landscapes, identifying hidden talent pools, competitor insights, and emerging talent trends
Generate and engage candidates using advanced Boolean search techniques, sourcing platforms, and creative sourcing channels
Build pipelines proactively by cultivating long‑term relationships with passive, cleared, and highly specialized talent
Leverage AI to scale sourcing by designing, building, and continuously improving AI‑powered sourcing workflows and automations
Requirements
Nice to have: experience with aircraft, aerospace, aviation, advanced vehicle, or defense engineering organizations
Nice to have: experience navigating export control, ITAR, EAR, or security‑cleared recruiting environments
Nice to have: familiarity with Ashby and recruiting analytics, CRM, or talent intelligence platforms
Nice to have: experience supporting high‑growth, venture‑backed technology organizations
Nice to have: passion for emerging recruiting technologies, sourcing methodologies, and AI advancements
Senior Executive Sourcer responsible for building intelligence, relationships, and repeatable systems to fuel engineering hiring across aerospace, autonomy, AI, and advanced hardware organizations.
Responsibilities
Own the top of funnel: partner closely with recruiters and hiring leaders to define target profiles and build deep, data-informed sourcing strategies across Engineering, Software, Embedded, AI/ML, Systems, Manufacturing, Operations, Product, Program Management, Corporate functions, and other critical disciplines.
Map the market: develop comprehensive talent landscapes by company, skillset, geography, and organizational structure; identify hidden talent pools, competitor insights, and emerging talent trends to inform recruiting strategy and workforce planning.
Generate and engage: use advanced Boolean search techniques, sourcing platforms, and creative sourcing channels (LinkedIn Recruiter, SeekOut, HireEZ, ClearanceJobs, GitHub, engineering communities, niche aerospace networks, conferences, referrals, and more) to identify, engage, and attract exceptional technical talent.
Build pipelines proactively: cultivate long-term relationships with passive, cleared, and highly specialized engineering talent to enable just-in-time hiring across strategic programs.
Leverage AI to scale sourcing: design, build, and continuously improve AI-powered sourcing workflows, research agents, and practical automations that increase recruiter productivity, accelerate candidate discovery, enhance market intelligence, and improve operational efficiency.
Compensation offered will be determined by factors such as location, level, job-related knowledge, skills, and experience. Certain roles may be eligible for incentive compensation, equity, benefits.
Support the tech team’s growth by sourcing, screening, interviewing, and managing candidates for engineering, product, and tech roles across Spain and the broader EMEA region.
Compensation
Competitive Starting Salary with an annual discretionary bonus that truly rewards your performance from day one.
Responsibilities
Source and recruit tech candidates through LinkedIn, GitHub, Stack Overflow, and other specialized developer networks
Screen candidates’ CVs, portfolios, and technical applications
Assess applicants’ technical knowledge, core engineering skills, experience, and cultural fit
Conduct structured interviews using various reliable recruiting and technical evaluation methods
Guide candidates through the hiring process ensuring a positive candidate experience
Lead recruitment for complex and business-critical technical positions across Hydro’s North American operations, focusing on engineering, manufacturing, operational, and skilled-trades talent.
Locations (5)
Portland, Oregon, United States
Phoenix, Arizona, United States
Gainesville, Georgia, United States
Cressona, Pennsylvania, United States
Sidney, Ohio, United States
Compensation
Hiring salary range: $83,000 to $112,400 USD, with final compensation based on relevant experience, skills, and qualifications
Experienced Senior Sourcing Specialist to support robotics and automation business in Bac Ninh, leading sourcing and supplier development for mechanical, electrical, electronic, and automation components.
Responsibilities
Lead end-to-end sourcing activities for assigned product categories and projects.
Develop and implement sourcing strategies aligned with project requirements, cost targets, quality standards and delivery schedules.
Manage RFQ and RFI processes, including supplier identification, technical clarification, quotation analysis and commercial negotiation.
Conduct cost breakdown analysis, price benchmarking and total cost of ownership evaluation.
Negotiate pricing, payment terms, lead time, warranty, delivery conditions and long-term supply agreements.
Requirements
Bachelor’s degree in Mechanical Engineering
Bachelor’s degree in Electrical or Electronic Engineering
Strategic talent advisor for the technical organization leading full-cycle recruitment for specialized and senior-level technical roles including Software Engineers, Architects, and leadership.
Locations (2)
Wilmington, North Carolina, United States
United States
Compensation
The base salary range for this job is: $107,900—$183,400 USD
Responsibilities
Partner with Engineering, Product, Design, and Technology leaders to develop hiring strategies.
Lead full-cycle recruitment for complex and difficult-to-fill technical positions.
Build and execute proactive sourcing strategies for software engineering, cloud, AI/ML, cybersecurity, and data.
Provide market insights on talent availability, compensation trends, and competitive practices.
Develop and maintain targeted pipelines of passive and active candidates.
A Technical Sourcer identifies, engages, and qualifies candidates for technical, cleared, and program-critical roles, focusing on discovery and pipeline building.
Compensation
Salary Range: $90,000- $105,000
Responsibilities
Partner with Recruiters and hiring managers to understand technical expectations, labor categories, clearance requirements, competencies, and success profiles.
Develop and execute targeted sourcing strategies including Boolean searches, passive outreach campaigns, referrals, job boards, LinkedIn Recruiter, and other sourcing platforms.
Proactively identify and engage active and passive candidates for current openings, surge hiring needs, and future pipeline requirements.
Conduct initial screens to assess qualifications, interest level, availability, compensation expectations, clearance status, and alignment with position requirements.
Present qualified and interested candidates to assigned Recruiters with accurate screening notes, candidate details, and recommendations for next steps.
Lead full‑cycle recruitment for technical and engineering roles across multiple locations, partnering with hiring managers and cross‑functional teams to attract top engineering and technology talent.
Compensation
$100,600.00 - $169,800.00
Responsibilities
Lead full‑cycle recruitment for technical and engineering roles across multiple locations
Partner closely with hiring managers and cross‑functional teams to understand technical requirements
Develop and execute sourcing strategies targeting active and passive technical talent
Evaluate technical skill sets to ensure candidates meet functional and organizational requirements
Provide consultative insights and market intelligence to hiring leaders
Requirements
Bachelor’s degree in business, HR, or a related field
Lead full-cycle recruitment for complex technical, engineering, manufacturing, operational, and skilled-trades positions
Develop targeted sourcing strategies using LinkedIn Recruiter, Boolean search, talent databases, employee referrals, professional networks, market research, and direct outreach
Facilitate intake and calibration discussions with hiring managers to define technical requirements, realistic candidate profiles, assessment criteria, and effective interview strategies
Advise hiring managers using labor-market intelligence, talent availability, compensation considerations, pipeline analytics, and recruiting data
Build proactive talent pipelines and communities for current and future technical hiring needs, including difficult-to-fill and business-critical skill areas
Requirements
Associate degree or an equivalent combination of relevant education and professional experience
Nice to have: Bachelor’s degree in human resources, business, or a related field
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