Technical Recruiter

There was a time when all of America believed that the future of the physical world could be radically different. The engineers of the mid-1900s put a man on the moon in eight years, designed and built planes and submarines from scratch in under three, and conceived of building things we wouldn’t even be able to dream up today.

Today, the last of the engineers who imagined and built these systems are retiring. As they go, we lose not only the engineering knowledge gained from their decades of imagination and trial-and-error, but also the spirit that made that imagination possible.

Amca is working day-in and day-out to restore America’s ability to engineer anything that our critical systems depend on, and reinvigorate the cycle of creation that allows imagination to shape physical reality. We rapidly develop and manufacture new critical components and subsystems required to build and sustain the planes, military vehicles, and core infrastructure America needs. By restoring the capability of our antiquated supply chains, we increase the country’s capacity to imagine and realize new systems, and make a physical world that looks very different from today.

Overview

We're building a recruiting organization around two principles: we should know who the exceptional people are before we need them, and we should provide unreasonable hospitality to craft bespoke experiences for them.

We're looking for a Technical Recruiter to own full-cycle searches for AMCA's engineering and technical roles, from first calibration conversation through offer and close. You own the bar for your searches and you own the process that gets us there: pulling what "exceptional" means out of the hiring manager, then diagnosing what's working and what isn't in how we find, evaluate, and close people, and changing it. We want to be exceptional at both quality of hire and time to hire, and every search should leave us with a deeper relationship with the market, a sharper bar, and a better process than the one before it.

Responsibilities

• Own the full cycle for some of Amca’s technical roles: calibration, sourcing and outreach, screening, interview process, and close, start to finish.
• Sit down with the hiring manager at the start of every search and pull out, in concrete terms, what makes someone exceptional for this role. You own that bar; the hiring manager gives you the input, but holding the line is on you.
• Diagnose your own process. When something's slow, or the wrong people are getting through, or great people are falling out, figure out why and fix it, rather than running the same steps every time regardless of what's working.
• Build real relationships with the people you talk to, whether or not they're ready to move today, so Amca is already known and trusted when the timing changes.
• Measure yourself on both quality of hire and time to hire. You'll help define what a great hire looks like six months in, and use that to sharpen how you screen and sell so the right people move through the process quickly.
• Use the market maps, relationship graphs, and candidate intelligence our talent systems produce, and tell us where they fall short so they get better.
• Represent Amca well in every interaction, and work closely with coordinators as they bring the candidate experience to life around the searches you're running.

Qualifications

Required:

• 3+ years of full cycle recruiting experience with a strong focus on technical and engineering roles (specifically mechanical and electrical engineering roles).

• You've run full-cycle technical searches end to end and can hold your own in a conversation about the work, not just the process.
• You know how to sit with a hiring manager and pull out, in concrete terms, what makes someone exceptional for a role, then hold that bar even when it's tempting to lower it to fill a seat.
• You look at your own process critically. When a search stalls or the wrong people are getting through, you can tell why and you go fix it instead of waiting for someone to tell you.
• You treat every candidate interaction as a chance to build a real relationship, not just move them through a pipeline.
• You're comfortable working with imperfect information and adjusting your approach person by person rather than running one script for everyone.
• You want to use data, AI tools, and better systems to do the job well, not just to move faster.
• You care as much about the candidates you don't hire as the ones you do.

This position requires use of information which is subject to the International Traffic in Arms Regulations (ITAR). All applicants must be U.S. persons within the meaning of ITAR. ITAR defines a US person as: any individual who is granted U.S. citizenship; or. any individual who is granted U.S. permanent residence ("Green Card" holder); or. any individual who is granted status as a "protected person" under 8 U.S.C 1324b(a)(3).

The Advanced Manufacturing Company of America prohibits discrimination or harassment based on the following categories: race, color, religion, religious creed (including religious dress and grooming practices), national origin, ancestry, citizenship, physical or mental disability, medical condition (including cancer and genetic characteristics), genetic information, marital status, sex (including pregnancy, childbirth, breastfeeding, or related medical conditions), gender, gender identity, gender expression, age (40 years and over), sexual orientation, veteran and/or military status, protected medical leaves (requesting or approved for leave under the Family and Medical Leave Act or the California Family Rights Act), domestic violence victim status, political affiliation, and any other status protected by state or federal law.