Senior Recruiter - Manufacturing/Operations/Distribution

What You’ll Get to Do 

The Senior Recruiter is a full-cycle recruiting professional who owns standardized recruiting workflows, drives automation in our tools, and uses data and market insights to deliver high-quality exempt hires across our Manufacturing, Operations, and Distribution organizations. This role reports to the Vice President of Talent Acquisition and operates as a consultative partner to plant, operations, and regional leaders. In our private-equity-owned transformation, the Senior Recruiter sets the cadence, rigor, and consistency needed to upgrade leadership and specialist talent while protecting candidate experience and compliance. This position is remote but the candidate hired must be within driving distance of a current OBE facility and located within the Central or West portion of the US is preferred. 

Job Responsibilities Include: 

• Own standardized recruiting workflows end-to-end, maintaining playbooks, templates, and SLAs that scale across multi-site manufacturing, operations, and distribution environments. 

• Operationalize automation in the ATS and scheduling tools (auto-progress rules, templates, tags, self-scheduling, offer automation); partner with HRIS/IT to reduce manual touchpoints and support field-based hiring teams. 

• Lead full-cycle recruiting for exempt-level roles supporting manufacturing, operations, and distribution leaders, balancing speed, quality, and a consistent candidate experience across geographically dispersed facilities. 

• Design and execute advanced sourcing strategies for hard-to-fill exempt roles (talent mapping, competitor insights, diversity pipelines) in operational and technical talent markets; coach peers on sourcing experimentation. 

• Partner closely with HR Business Partners, Compensation, and Finance to calibrate exempt roles, align offers to market and internal equity, and plan site and regional headcount against budget. 

 

What We Are Looking For 

• 5–7 years of full-cycle recruiting experience supporting exempt roles within manufacturing, operations, and/or distribution organizations; able to balance speed, quality, and experience across multi-site req loads. 

• ATS power-user: workflow design, templates, dashboards/reports; comfortable partnering with HRIS to test and implement changes. Greenhouse experience is preferred. 

• Data fluent: builds and interprets pipeline dashboards; runs stage-conversion analyses; translates insights into action and continuous improvement. 

• Advanced sourcing proficiency (beyond LinkedIn) including talent mapping, market scans, and multi-channel campaigns with documented results on hard-to-fill exempt roles. 

• Skilled in advising hiring leaders on market data and compensation in partnership with HR/Compensation. 

• Demonstrated experience implementing standardized selection (structured interviews, scorecards) and maintaining compliant applicant records in operational environments. 

• Bachelor’s degree preferred. 

• Track record of delivering high candidate experience (e.g., candidate NPS ≥ 90). 

What You’ll Get to Do 

The Senior Recruiter is a full-cycle recruiting professional who owns standardized recruiting workflows, drives automation in our tools, and uses data and market insights to deliver high-quality exempt hires across our Manufacturing, Operations, and Distribution organizations. This role reports to the Vice President of Talent Acquisition and operates as a consultative partner to plant, operations, and regional leaders. In our private-equity-owned transformation, the Senior Recruiter sets the cadence, rigor, and consistency needed to upgrade leadership and specialist talent while protecting candidate experience and compliance. This position is remote but the candidate hired must be within driving distance of a current OBE facility and located within the Central or West portion of the US is preferred. 

Job Responsibilities Include: 

• Own standardized recruiting workflows end-to-end, maintaining playbooks, templates, and SLAs that scale across multi-site manufacturing, operations, and distribution environments. 

• Operationalize automation in the ATS and scheduling tools (auto-progress rules, templates, tags, self-scheduling, offer automation); partner with HRIS/IT to reduce manual touchpoints and support field-based hiring teams. 

• Lead full-cycle recruiting for exempt-level roles supporting manufacturing, operations, and distribution leaders, balancing speed, quality, and a consistent candidate experience across geographically dispersed facilities. 

• Design and execute advanced sourcing strategies for hard-to-fill exempt roles (talent mapping, competitor insights, diversity pipelines) in operational and technical talent markets; coach peers on sourcing experimentation. 

• Partner closely with HR Business Partners, Compensation, and Finance to calibrate exempt roles, align offers to market and internal equity, and plan site and regional headcount against budget. 

 

What We Are Looking For 

• 5–7 years of full-cycle recruiting experience supporting exempt roles within manufacturing, operations, and/or distribution organizations; able to balance speed, quality, and experience across multi-site req loads. 

• ATS power-user: workflow design, templates, dashboards/reports; comfortable partnering with HRIS to test and implement changes. Greenhouse experience is preferred. 

• Data fluent: builds and interprets pipeline dashboards; runs stage-conversion analyses; translates insights into action and continuous improvement. 

• Advanced sourcing proficiency (beyond LinkedIn) including talent mapping, market scans, and multi-channel campaigns with documented results on hard-to-fill exempt roles. 

• Skilled in advising hiring leaders on market data and compensation in partnership with HR/Compensation. 

• Demonstrated experience implementing standardized selection (structured interviews, scorecards) and maintaining compliant applicant records in operational environments. 

• Bachelor’s degree preferred. 

• Track record of delivering high candidate experience (e.g., candidate NPS ≥ 90).