Talent Acquisition Manager

Comrise; Dallas (TX); On-site; USD 60,000 - 90,000; Full time

Job summary

Comrise is seeking a driven Technical Recruiter to own the end-to-end recruitment process for engineering and technical positions across the U.S. manufacturing sector.

You will source, screen, interview coordination, negotiate offers, and onboard hires while maintaining high-quality candidates and stakeholder satisfaction. You will build proactive talent pipelines, leverage sourcing channels, LinkedIn Recruiter, and industry networks, and partner with hiring managers to align technical

Qualifications

• Experience recruiting for engineering and technical roles.
• Ability to manage high-volume hiring with quality standards.
• Proven sourcing via professional networks and LinkedIn Recruiter.
• Strong collaboration with hiring managers and stakeholders.
• Knowledge of compensation benchmarks and offer negotiation.

Responsibilities

• Own end-to-end recruitment for U.S. manufacturing engineers.
• Develop targeted sourcing strategies to attract passive candidates.
• Coordinate interviews, offers, and onboarding.
• Track recruitment metrics and optimize processes.
• Engage with industry networks and events to build pipelines.

Skills

Industrial automation

Mechanical engineering

Electrical engineering

Controls engineering

Manufacturing engineering

Talent sourcing

Stakeholder management

Interview coordination

Tools

LinkedIn Recruiter

Boolean search

ATS

Job description

• Own and manage the end-to-end recruitment process for engineering and technical positions across U.S. manufacturing operations.
• Focus on hiring engineers specializing in industrial automation, mechanical engineering, electrical engineering, controls engineering, manufacturing engineering, equipment engineering, and related technical disciplines.
• Manage high-volume recruitment requirements while maintaining high standards for candidate quality, hiring efficiency, and stakeholder satisfaction.
• Partner closely with hiring managers to understand technical requirements, establish candidate profiles, and develop targeted recruitment strategies.
• Drive the recruitment process from sourcing and screening through interview coordination, offer negotiation, and onboarding support.
• Develop and execute innovative sourcing strategies to attract highly qualified engineering talent, including passive candidates.
• Leverage major U.S. recruitment platforms, professional networks, industry associations, employee referrals, and other sourcing channels.
• Utilize LinkedIn Recruiter, Boolean search, professional communities, and other advanced sourcing techniques to identify hard-to-find technical talent.
• Proactively build and maintain strong talent pipelines for current and anticipated hiring needs.
• Explore unconventional recruitment channels and creative approaches to engage candidates who may not be actively seeking new opportunities.

3. Industry Research & Competitor Talent Mapping

• Conduct ongoing talent mapping and competitive intelligence research across the U.S. industrial automation and advanced manufacturing sectors.
• Identify key competitors, target companies, engineering teams, and emerging talent pools.
• Monitor industry developments, hiring trends, talent availability, and compensation benchmarks.
• Develop strategic talent pipelines aligned with future business expansion and workforce planning.
• Provide market insights and actionable recommendations to hiring managers and business leaders.

4. Relationship Building & Talent Engagement

• Build and maintain strong relationships with engineering professionals, industry leaders, and potential candidates.
• Actively participate in industry conferences, trade shows, professional networking events, and technical communities to identify and engage top talent.
• Apply a proactive, hunter-style recruitment approach to identify, approach, and attract passive candidates.
• Effectively communicate the company's business opportunities, career development potential, and employer value proposition.
• Maintain consistent candidate engagement throughout the recruitment process.

5. Recruitment Execution & Performance Management

• Take ownership of recruitment targets, hiring timelines, and overall delivery performance.
• Manage multiple recruitment projects simultaneously in a fast-paced, high-pressure environment.
• Track and analyze recruitment metrics, including time-to-fill, pipeline conversion rates, offer acceptance rates, and hiring outcomes.
• Identify recruitment bottlenecks and implement continuous improvements to enhance hiring efficiency.
• Maintain flexibility in working hours to accommodate candidate schedules, including occasional evening or weekend communication when necessary.