Talent Acquisition Lead

Senior; Sharon (MA); On-site; USD 90,000 - 140,000; Full time

Job summary

Senior is seeking a Talent Acquisition Lead to design and own our recruiting engine from the ground up in Massachusetts. This hands-on leader will source, interview, and close top talent, partnering with hiring managers to align workforce plans with ambitious growth.

You will build scalable processes, establish metrics, and define our recruiting playbook. Expect to manage a coordinator, decide when to partner with external firms, and drive hiring across manufacturing-like high-volume needs.

Qualifications

• 5+ years of progressive talent acquisition experience.
• Experience building scalable recruiting processes and infrastructure.
• Hands-on recruiter who can own full-cycle hiring end-to-end.
• Proven ability to source, engage, and close top talent at pace.
• Strong analytics and partnerships with business leaders.

Responsibilities

• Design and own a scalable talent acquisition function.
• Lead full-cycle recruiting for key positions and build talent pipelines.
• Partner with hiring managers to understand workforce needs and priorities.
• Develop and implement recruiting processes, policies, and best practices.
• Create a positive candidate and hiring manager experience.
• Mentor and manage a Recruiting Coordinator; determine when to use external partners.

Skills

Full-cycle recruiting

Talent acquisition

Sourcing

Hiring manager partnership

High-volume hiring

Engineering/technical recruiting

Process design

Analytics and metrics

Stakeholder management

Education

HS Degree

Tools

ATS

Sourcing platforms

HRIS

Job description

Company Description

Build the function. Own the hiring. Help shape what's next.

We're entering an exciting period of hypergrowth, and we're looking for a Talent Acquisition Lead who wants to build something from the ground up.

Our ambition is big: over 125+ new hires over the next 12 months. To get there, we need more than a great recruiter. We need a builder, a problem-solver, and someone who thrives on turning ambitious growth plans into results.

This is an opportunity to put your mark on our talent acquisition function—build out and develop the team, establish the strategy, tools, processes, and practices that will support our next stage of growth.

There is no established recruiting playbook to follow. You'll create it.

And while you'll have the autonomy to shape how we recruit, this is not a role for someone who wants to manage from the sidelines. You'll be in the thick of it—sourcing talent, interviewing candidates, partnering with hiring managers, closing offers, and making great hires happen.

What You'll Own

Build the recruiting engine.

Design and implement a scalable talent acquisition function that can support rapid growth without compromising quality. You'll establish the recruiting processes, policies, systems, and best practices that set us up for success today and as we continue to scale.

Recruit. Source. Close. Repeat.

You'll personally lead full-cycle recruiting for key positions, proactively source candidates, build talent pipelines, and deliver hires. This is a hands-on role, and your ability to execute will be just as important as your ability to strategize.

Turn growth plans into hiring results.

Partner with business leaders to understand workforce needs, prioritize critical positions, and develop recruiting plans that keep pace with our ambitious growth targets.

Create a great candidate and hiring manager experience.

Establish consistent, efficient, and engaging recruiting practices. From the first conversation to the accepted offer, you'll help define what it feels like to join our company.

Build the infrastructure.

Establish meaningful metrics, develop interview and selection practices, and create the policies and processes that will help us hire smarter and faster.

Lead and leverage your resources.

You'll have a Recruiting Coordinator reporting to you and will be responsible for directing their work, developing their capabilities, and maximizing the team's impact. You'll also determine when and how to leverage external recruiting partners to meet business needs.

Be a trusted talent advisor.

Bring market intelligence, creative solutions, and a sense of urgency to hiring conversations. You'll challenge assumptions, influence decisions, and help leaders think differently about attracting and securing talent.

Job Description

Who Will Thrive Here

We're looking for someone who has been in the trenches of recruiting and knows what it takes to deliver results in a fast-moving environment.

You may be a high-performing Senior Recruiter ready to take ownership of a function, or an experienced Talent Acquisition Manager who misses being close to the action.

Either way, you bring

• Strong full-cycle recruiting experience. You know how to find, engage, assess, and close talent—and you're genuinely energized by doing it.
• A builder's mindset. You enjoy creating structure where little exists and are comfortable developing processes while simultaneously delivering results.
• Experience recruiting at scale. You understand the pace, prioritization, and creativity required to support aggressive hiring goals.
• Exceptional sourcing skills. You don't rely on job postings alone. You know how to proactively identify and attract great candidates.
• Business partnership and influence. You can work confidently with leaders, challenge thinking, and translate business priorities into actionable hiring strategies.
• A balance of strategy and execution. You can think big, but you're equally willing to roll up your sleeves and get the work done.
• Comfort with ambiguity. You don't need a perfectly defined roadmap. You see opportunity in figuring things out.

Why This Opportunity Is Different

This isn't a role where you'll inherit an established function and be asked to maintain it. You'll have the chance to:

• Build something that's yours. Shape the recruiting strategy, processes, and infrastructure from the beginning.
• Make a visible impact. Your work will directly influence our ability to grow, execute, and succeed.
• Own a meaningful challenge. Hiring over 100 people in a year will require creativity, discipline, and an ability to move quickly.
• Work with autonomy. Bring your ideas, make recommendations, and help determine how we get things done.
• Grow with the business. As the company scales, you'll have the opportunity to help shape what the future of the talent acquisition function looks like.

The Bottom Line

We need someone who gets excited about creating the recruiting function, but isn't afraid to pick up the phone, source a hard-to-find candidate, or personally drive a search across the finish line.

If you're a hands-on talent acquisition professional who wants ownership, autonomy, and the opportunity to make a significant impact during a pivotal stage of growth, we'd love to hear from you.

Qualifications

What You'll Bring

• HS Degree and 5+ years of progressive talent acquisition experience, including significant experience recruiting in manufacturing, industrial, or similarly fast-paced, high-volume environments.
• Demonstrated success recruiting frontline manufacturing talent, including production operators, technicians, skilled trades, and other hourly employees.
• Proven full-cycle recruiting expertise, including proactive sourcing, candidate engagement, interviewing, selection, offer negotiation, and closing candidates.
• Experience supporting high-volume hiring initiatives, ideally within a rapidly growing organization or one experiencing significant workforce expansion.
• Experience recruiting engineering, technical, and professional positions, with the ability to adapt sourcing strategies to different talent markets.
• A track record of building, implementing, or improving recruiting processes and practices, including sourcing strategies, candidate pipelines, interview processes, recruiting systems, and hiring workflows.
• Strong knowledge of recruiting technology and analytics, including applicant tracking systems, sourcing platforms, social media postings and key recruiting performance metrics.
• Ability to partner effectively with hiring managers and business leaders, providing guidance on talent availability, hiring strategies, selection practices, and workforce planning.
• Excellent organizational and project management skills, with the ability to balance multiple hiring priorities and deliver results in a fast-changing environment.
• A hands-on, resourceful, and solutions-oriented approach, with the ability to operate independently, establish structure, and take ownership from strategy through execution.
• Strong communication, relationship-building, and influencing skills, with the confidence to work across all levels of the organization.
• Ability to manage multiple requisitions and priorities with a high sense of urgency

A Plus if you have Experience with

• Campus, trade school, or community partnership experience
• Knowledge of regulated manufacturing environments (AS9100, ITAR, ISO, or similar)
• HRCI/SHRM/AIRS Certification

Additional Information

Salary Range: $90,000-140,000 (Annually) + Bonus

Good-Faith Disclosure Note: In compliance with Massachusetts Pay Transparency Law, this range represents the good-faith annual salary or hourly wage range that Metal Bellows reasonably expects to pay for this position. Final placement within the band depends on relevant factors such as experience, education, skills, and internal equity.

Trade Compliance Statement Access to our facilities is restricted under the International Traffic in Arms Regulations (ITAR) and/or the Export Administration Regulations (EAR) to U.S. Persons (U.S. Citizens, lawful permanent residents, U.S. Nationals, U.S. refugees, asylees, or temporary residents under amnesty provisions ), and to properly licensed foreign persons. Applicants receiving a conditional offer of employment will be required to provide information to determine whether they are subject to these regulations and, if so, to assess their country of chargeability for export control purposes. Additionally, potential employee names will be screened against the Consolidated Screening List (maintained by the United States government) to determine eligibility to receive controlled technical data.

To ensure there is no unexpected delay to your start date with our Company and due to the potential need to obtain an export license, we would like to promptly assess whether such a license is needed to access our facility and/or systems. Such licenses can take several weeks/months to obtain from the U.S. Government. Our Trade Compliance department may reach out to you with a Licensing Assessment form, which we request you kindly complete and return as soon as possible.

Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions. EOE M/F/D/V/VEVRAA Federal Contractor