Engineering Talent Acquisition Leader

Divergent3d; Torrance, Northern (CA, KY); Hybrid; USD 128,000 - 203,000; Full time

Job summary

Divergent is seeking a Recruiting Manager, Engineering to lead the engineering recruiting team and own a portfolio of critical requisitions in a fast-paced hardware, manufacturing, aerospace environment.

This hands-on, player-coach role combines people leadership with full-cycle recruiting, sourcing, screening, and closing highly specialized engineering talent to support Divergent's ambitious product roadmap.

Qualifications

• 8+ years of full-cycle recruiting experience, with engineering or technical talent.
• 2+ years of experience directly managing, leading, or formally developing recruiters.
• Strong sourcing and closing of difficult‑to‑find engineering talent.
• Experience with applicant tracking systems and recruiting technology; Greenhouse and LinkedIn Recruiter experience strongly preferred.
• Experience supporting engineering organizations within industries such as aerospace, automotive, advanced manufacturing, robotics, hardware, defense, industrial technology, or other deep‑tech environments.

Responsibilities

• Lead, coach, and develop a team of recruiters supporting engineering and technical hiring across Divergent.
• Establish clear expectations for recruiter performance, pipeline management, candidate experience, hiring-manager partnership, and recruiting execution.
• Conduct regular 1:1s, pipeline reviews, and performance discussions with recruiters.
• Develop recruiter capabilities in technical sourcing, candidate assessment, stakeholder management, closing, and data-driven recruiting.
• Allocate requisitions and recruiting resources based on business priorities, hiring volume, role complexity, and recruiter capacity.
• Create accountability around recruiting commitments, follow-up, data accuracy, and results.
• Provide hands‑on coaching and support on difficult searches, candidate situations, and hiring‑manager challenges.
• Maintain an active requisition load while managing the engineering recruiting team.
• Personally own full-cycle recruiting for assigned engineering positions, including senior‑level, specialized, and difficult‑to‑fill searches.
• Partner with hiring managers to conduct intake meetings, define candidate profiles, establish interview processes, and develop recruiting strategies.
• Proactively source and engage passive engineering talent through LinkedIn Recruiter, Greenhouse, referrals, targeted research, networking, and other sourcing channels.
• Review applicants and conduct recruiter screens to assess technical alignment, relevant experience, career motivations, compensation expectations, location or relocation considerations, timing, and applicable employment requirements.
• Build and maintain strong candidate pipelines for current and anticipated engineering needs.
• Manage candidates throughout the interview process, maintaining consistent communication and driving timely decisions and feedback.
• Partner with hiring managers, Compensation, People Operations, and leadership to develop offer strategies and successfully close candidates.
• Maintain a high-quality candidate experience from initial outreach through offer acceptance and onboarding handoff.
• Partner with Engineering leadership and hiring managers to understand workforce plans, hiring priorities, technical requirements, and anticipated talent needs.
• Translate business priorities into clear recruiting strategies and execution plans.
• Help leaders prioritize requisitions based on business criticality, hiring timelines, available recruiting capacity, and talent‑market conditions.
• Develop sourcing strategies for difficult‑to‑fill and highly specialized engineering positions.
• Identify relevant talent pools, companies, industries, and geographic markets for priority searches.
• Build scalable talent pipelines for recurring and future engineering needs.
• Establish and monitor recruiting performance metrics, including time to fill, aging requisitions, pipeline health, time in stage, sourcing activity, offer acceptance, and hiring‑manager responsiveness.
• Regularly review individual recruiter pipelines and performance to identify where additional support, coaching, or recalibration is needed.
• Use recruiting data to identify bottlenecks, resource constraints, and opportunities to improve hiring outcomes.
• Communicate recruiting progress, risks, capacity constraints, and recommendations to Recruiting and Engineering leadership.
• Ensure the team maintains accurate and timely candidate, requisition, and activity data within Greenhouse.
• Balance the manager's own requisition workload with team capacity and changing business priorities.

Skills

Engineering recruiting

People leadership

Stakeholder management

Passive sourcing

Full-cycle recruiting

Tools

Greenhouse

LinkedIn Recruiter

Job description

Divergent is seeking a Recruiting Manager, Engineering to lead the engineering recruiting team and own a portfolio of critical requisitions in a fast-paced hardware, manufacturing, aerospace environment.

This hands-on, player-coach role combines people leadership with full-cycle recruiting, sourcing, screening, and closing highly specialized engineering talent to support Divergent's ambitious product roadmap.