Recruiter

Divergent Technologies; Los Angeles (CA); On-site; USD 90,000 - 130,000; Full time

Job summary

Divergent Technologies in Los Angeles is seeking a hands-on Recruiter to support fast-paced manufacturing hiring. This role focuses on hourly, non-exempt, technician, and skilled-trades positions essential to scaling operations.

You will own the process from intake to offer, partner with production leaders, proactively source via LinkedIn, job boards, referrals, and community partners, and manage multiple requisitions while maintaining candidate experience and data accuracy.

Qualifications

• 3+ years of full-cycle recruiting experience in manufacturing or technical environments.
• Experience recruiting for hourly, non-exempt technician, skilled-trades, or high-volume roles.
• Experience proactively sourcing candidates rather than relying on inbound applicants.
• Ability to understand and screen for hands-on manufacturing experience.
• Experience with recruitment metrics, pipelines, and prioritizing multiple requisitions.

Responsibilities

• Own full-cycle recruiting for hourly, non-exempt and technician roles across production and manufacturing operations.
• Proactively source candidates through LinkedIn, job boards, referrals, community partnerships, and events.
• Build and maintain pipelines for recurring positions and high-volume hiring initiatives.
• Coordinate interviews, on-site events, and hiring initiatives while ensuring a positive candidate experience.

Skills

Full-cycle recruiting

High-volume hiring

Sourcing proactively

Collaboration with managers

Tools

Greenhouse

LinkedIn Recruiter

Job description

Who you are

• The ideal candidate is comfortable working in a fast-paced manufacturing environment where hiring priorities can shift quickly and speed matters
• This role is highly execution-focused and requires someone who can manage significant hiring volume without sacrificing candidate quality or experience
• Ability to lawfully access information and technology that is subject to US export controls
• 3+ years of full-cycle recruiting experience, preferably supporting manufacturing, production, aerospace, automotive, hardware, industrial, or similarly technical environments
• Demonstrated experience recruiting for hourly, non-exempt, technician, skilled-trades, or high-volume positions
• Experience proactively sourcing candidates rather than relying exclusively on applicants or staffing agencies
• Ability to understand and screen for technical and hands-on manufacturing experience
• Experience managing a high volume of open requisitions and candidates simultaneously
• Strong sense of urgency and ability to operate effectively in an environment with rapidly changing priorities
• Strong partnership and communication skills with hiring managers and operational leaders
• Ability to balance speed, candidate quality, hiring-manager expectations, and candidate experience
• Experience working within an applicant tracking system; Greenhouse experience is preferred
• Strong organizational skills and attention to detail
• Comfortable using recruiting metrics and pipeline data to identify problems and drive action
• Experience recruiting CNC machinists, manufacturing/production technicians, quality inspectors, metrology professionals, maintenance technicians, or similar skilled manufacturing talent
• Experience recruiting within a startup, high-growth, or rapidly scaling manufacturing organization
• Experience supporting multiple shifts and high-volume hiring initiatives
• Established knowledge of the Southern California manufacturing and skilled-trades talent market
• Experience with career fairs, hiring events, trade schools, workforce development programs, or military/veteran recruiting
• Experience with Greenhouse and LinkedIn Recruiter

What the job involves

• Divergent is seeking a hands-on Recruiter, Non-Exempt Hiring to support high-volume recruiting across our production and manufacturing operations. This role will focus primarily on hourly, non-exempt, technician, skilled-trades, and production positions critical to scaling our operations
• This person will own the recruiting process from intake through offer while building strong partnerships with hiring managers and developing pipelines of qualified talent for recurring and hard-to-fill positions
• Own full-cycle recruiting for non-exempt and hourly positions across production and manufacturing operations
• Recruit for roles such as Production Technicians, Manufacturing Technicians, CNC Machinists, Quality Inspectors, Metrology Technicians, Maintenance Technicians, Material Handlers, Logistics/Warehouse positions, and other skilled-trades or technician roles
• Partner closely with Production and Operations leaders to understand hiring needs, technical requirements, shift requirements, and hiring timelines
• Conduct intake meetings and translate hiring manager requirements into effective recruiting and sourcing strategies
• Review applications, conduct recruiter screens, assess candidate qualifications, and move qualified candidates through the hiring process efficiently
• Proactively source candidates through LinkedIn, job boards, referrals, community partnerships, trade schools, workforce programs, career fairs, and other channels
• Build and maintain pipelines for high-volume and recurring positions rather than relying solely on inbound applicants
• Coordinate hiring events, onsite interviews, career fairs, and other high-volume recruiting initiatives as needed
• Maintain consistent communication with candidates throughout the recruiting process and provide a positive candidate experience
• Partner with Recruiting Coordinators and hiring teams to ensure interviews are scheduled quickly and feedback is collected promptly
• Manage multiple requisitions simultaneously while prioritizing critical hiring needs
• Maintain accurate candidate activity, dispositioning, notes, and recruiting data within Greenhouse
• Monitor pipeline health and identify bottlenecks, sourcing challenges, or hiring-manager delays
• Use recruiting data to evaluate source effectiveness, conversion rates, time-to-fill, and other hiring trends
• Develop strong relationships with local talent communities, technical schools, workforce development organizations, and other sources of skilled talent
• Partner with the broader Recruiting team to continuously improve processes, tools, and candidate experience