Aviation Talent Acquisition Partner

Jet Linx; Omaha (NE); On-site; USD 80,000 - 95,000; Full time

Job summary

Jet Linx is seeking a Talent Acquisition Partner to own full-cycle recruiting for aviation crew and specialized roles. You will partner with leaders to define needs, evaluate candidates, coordinate structured interviews, and drive offers while upholding Jet Linx core values and the “Supply the High” standard.

You will administer Jobvite, collaborate with Talent Sourcing and operations teams, and ensure timely communications with hiring teams and candidates throughout the process.

Qualifications

• Bachelor’s degree in Human Resources or a related field.
• Two to five years of recruiting experience.
• Two or more years of aviation experience.

Responsibilities

• Own assigned full-cycle requisitions from intake through closeout and manage candidate flow.
• Conduct structured Talent Acquisition screens and assess candidates against criteria.
• Coordinate interviews, approvals, and offers across stakeholders.
• Maintain timely status updates and use Jobvite and Teams for documentation.

Skills

Full-cycle recruiting

Structured interviewing

Stakeholder management

Communication

Attention to detail

Team collaboration

Microsoft Office

Jobvite / ATS

Education

Bachelor's degree in HR or related field

2–5 years recruiting experience

2+ years aviation recruiting

Tools

Jobvite

Applicant Tracking System

Microsoft Office Suite

Teams

Job description

Position Summary

The Talent Acquisition Partner owns full-cycle recruiting for assigned positions, with primary responsibility for aviation crew and other specialized roles. The TA Partner collaborates with leaders and hiring teams to identify hiring needs and best-fit qualifications for open roles managing requisitions from open to close. The TA Partner evaluates candidates against job-related criteria, facilitates hiring decisions among the hiring team, and manages candidates from application to offer. As a Jet Linx representative, the Talent Acquisition Partner builds trust with candidates and internal partners, communicates clearly throughout the hiring experience, and demonstrates Jet Linx core values and "Supply the High" in every interaction.

Position Summary

The Talent Acquisition Partner owns full-cycle recruiting for assigned positions, with primary responsibility for aviation crew and other specialized roles. The TA Partner collaborates with leaders and hiring teams to identify hiring needs and best-fit qualifications for open roles managing requisitions from open to close. The TA Partner evaluates candidates against job-related criteria, facilitates hiring decisions among the hiring team, and manages candidates from application to offer. As a Jet Linx representative, the Talent Acquisition Partner builds trust with candidates and internal partners, communicates clearly throughout the hiring experience, and demonstrates Jet Linx core values and "Supply the High" in every interaction.

What You’ll Do

• Own assigned full-cycle requisitions from intake through closeout, including role clarification, candidate evaluation, interview coordination, approvals, offer negotiation, and transition activities.
• Conduct structured Talent Acquisition screens and assess candidates against job-related criteria, including motivation, service mindset, judgment, technical qualifications, location, compensation expectations, training background, availability, and other role requirements.
• For aviation crew roles, review flight qualifications, PRD requirements, experience, location, training history, and other established minimum qualifications.
• Coordinate technical interviews, owner interviews, base approvals, and other selection steps; collect timely, factual feedback and facilitate clear next-step decisions.
• Partner with Capacity, Training, Crew Records, and operational leaders to coordinate training availability, transition timing, backfill needs, compensation considerations, and other impacts associated with crew hiring.
• Engage qualified active and passive candidates through appropriate channels, coordinating with Talent Sourcing Partners and external recruiting resources when additional sourcing support is needed.
• Maintain clear, consistent communication with hiring teams, candidates, and internal applicants; provide timely status updates and recurring updates on open positions and internal-move activity.
• Provide hiring managers with market feedback, candidate availability insights, and recruiting recommendations; provide compensation feedback for assigned offers or aircraft proposals as needed.
• Administer, maintain, and fully use Jobvite, the applicant tracking system, Teams, and other recruiting tools; document factual, job-related information and maintain accurate workflow status.
• Meet outlined recruiting, process, service, and internal-mobility metrics and expectations associated with participation in the incentive program.
• Maintain regular and predictable attendance.
• Demonstrate Jet Linx core values and “Supply the High” in all interactions.
• Perform other duties as assigned.

Who You Work With & What Success Looks Like

• The Talent Acquisition Partner is part of the Talent Acquisition team within the Human Resources department and reports to the Manager, Talent Acquisition.
• Building trusted, productive relationships with Talent Acquisition teammates, hiring managers, Regional VPs, Chief Pilots, and other hiring partners to align on priorities, role requirements, feedback, and decisions.
• Managing assigned openings with clear ownership, organized requisition management, timely follow-through, and proactive communication on candidate status, hiring needs, risks, and next steps.
• Meeting established hiring goals, including Time to Hire, requisition volume, and service-level expectations, while using Jobvite and related systems effectively.
• Applying consistent, structured, job-related screening and selection practices; documenting factual evidence; and advancing qualified candidates through an efficient, compliant hiring process.
• Building and maintaining qualified pipelines through partnership with Talent Sourcing and external talent communities, including professional organizations, colleges and universities, community organizations, and online resources.
• Partnering with Capacity, Training, Crew Records, and other operational teams to align hiring activity with training availability, transition timing, backfill needs, and crew-movement impacts.
• Demonstrate core values and "Supply the High" culture standards while complying with applicable hiring and employment requirements.

Your First 90 Days

• Learn the recruiting workflow, Jobvite, role requirements, aviation screening criteria, and service expectations for candidates and hiring teams.
• Build relationships with business leaders, chief pilots, hiring managers, Capacity, Training, and other partners to understand hiring priorities and decision processes.
• Demonstrate the ability to conduct effective screens, coordinate selection steps, provide useful status updates, and identify issues requiring escalation.
• Become familiar with Jet Linx employment brand, core values, aviation talent communities, crew-training considerations, internal-move processes, and established recruiting metrics.
• Manage assigned recruiting activity with growing independence, clear communication, accurate documentation, and consistent follow-through.

What You Bring

• Excellent verbal, written, and interpersonal communication skills to work effectively with all levels of the company, candidates, and internal applicants.
• Ability to conduct structured, job-related interviews and apply consistent judgment when evaluating qualifications, motivation, service mindset, and fit for the role.
• Ability to build trust, influence decisions, resolve recruiting issues, and maintain effective relationships across Talent, Operations, and hiring teams.
• Strong attention to detail, organization, time management, and ability to manage multiple requisitions, candidates, and deadlines with minimal supervision.
• Ability to coordinate complex hiring decisions involving multiple stakeholders, approvals, timing, backfill, compensation, and training impacts.
• Ability to handle sensitive information confidentially
• Familiarity with hiring and recruiting laws, regulations, and best practices, including federal and state employment laws.
• Proficiency in Microsoft Office Suite and ability to quickly learn Jobvite, applicant-tracking software, Teams, and other recruiting systems.

Education & Experience

• Bachelor’s degree in Human Resources or a related field, or equivalent work experience, required.
• Two to five years of recruiting experience required.
• 2+ years of aviation experience required.

Work Environment & Physical Requirements

• Most work is completed in a standard office environment.
• Prolonged periods of sitting at a desk and working on a computer.
• Ability to stand, sit, walk, talk, and hear to perform daily work functions.
• Must be able to move up to 50 pounds on an infrequent basis.

Compensation

Jet Linx offers a competitive compensation and benefits package to team members. Starting base annual salary for this position ranges from $80,000 to $95,000. Actual base salary provided is dependent on geographic location, relevant education, training, and experience of the candidate. Our comprehensive benefits package includes health, dental and vision insurance, 401(k) with 6% company match, paid time off, and company-paid life and short-term disability coverage. We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.