FOUNDED IN 1992, NANOWAVE TECHNOLOGIES INC. is vertically integrated designer and manufacturer of RF sensing and communications hardware.The Nanowave group has more than 6,000 communications and SAR payload assemblies in orbit and more than 30,000 RF avionics assemblies on commercial and defense aerospace platforms.Customers include many of the major space, aerospace, and defense OEMs in both the US and Europe.

Summary:

This is a 1‑year contract with potential to transition into a permanent role based on performance and business needs.The Talent Acquisition Specialist is responsible for full‑cycle recruitment across hourly, technical, engineering, and mid‑level roles, with support for senior/managerial hiring. This role will manage sourcing, screening, scheduling, pipeline development, employer branding, onboarding coordination, and recruitment reporting.A key requirement is experience hiring in aerospace manufacturing or similar technical manufacturing environments -including engineers, assemblers, operators, technicians, and specialized technical roles.

Responsibilities:

• Full‑Cycle RecruitmentLead end‑to‑end recruitment for hourly manufacturing roles (assemblers, operators, technicians).
• Manage full‑cycle recruitment for technical and mid‑level roles (RF technicians, electronics technicians, engineers, quality roles, production supervisors).
• Support recruitment for senior and managerial roles as needed.
• Conduct intake meetings with hiring managers to clarify role requirements, competencies, and timelines.
• Sourcing & Pipeline ManagementBuild and maintain talent pipelines for high‑volume and technical roles.
• Source candidates through job boards, LinkedIn, industry networks, and targeted outreach.
• Develop proactive strategies for niche technical talent in aerospace and electronics manufacturing.
• Maintain organized candidate pipelines and follow‑up processes.
• Screening & SelectionScreen resumes for technical accuracy and manufacturing relevance.
• Conduct phone screens and competency‑based interviews.
• Coordinate interviews with hiring managers and cross‑functional teams.
• Provide hiring recommendations based on skills, experience, and cultural fit.
• Job Postings & Employer BrandingDraft and post job descriptions across multiple platforms.
• Ensure postings reflect Nanowave’s technical environment and employer brand.
• Support employer branding initiatives to attract engineering and manufacturing talent.
• Onboarding CoordinationCoordinate onboarding activities for new hires, including documentation, scheduling, and communication.
• Partner with HR and hiring managers to ensure a smooth and structured onboarding experience.
• Recruitment Metrics & ReportingTrack recruitment KPIs (time‑to‑fill, pipeline status, source effectiveness, offer acceptance).
• Prepare weekly and monthly recruitment reports for HR leadership.
• Maintain accurate candidate records and documentation.
• ATS & Process ImprovementSupport implementation and optimization of Rippling ATS.
• Help build workflows, templates, and standardized recruitment processes.
• Identify opportunities to improve recruitment efficiency and candidate experience.
• Early Talent ProgramsSupport development of hiring scope for co‑op students, ACE program graduates, and early‑career technical talent.
• Build relationships with colleges, universities, and technical programs.

Education:

• Bachelor’s degree in Human Resources, Business Administration, Industrial Relations, or a related field
• CHRP or RPR designation is considered an asset, but equivalent recruiting experience is highly valued.
• Additional training or certification in Talent Acquisition, Recruitment, or HR Technology (ATS systems, sourcing tools) is preferred
• Education or coursework related to engineering, manufacturing, or technical environments is considered an advantage, given the specialized nature of aerospace and electronics recruitment

Skills/Qualifications:

• Required2–4 years of full‑cycle recruitment experience.
• Experience hiring in aerospace manufacturing, electronics manufacturing, or technical production environments (critical requirement).
• Proven experience recruiting engineers, technicians, assemblers, operators, or similar technical roles.
• Strong sourcing skills and ability to attract niche technical talent.
• Experience coordinating interviews, onboarding, and recruitment logistics.
• Strong communication, organization, and stakeholder management skills.
• Ability to manage multiple requisitions in a fast‑paced environment.
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