Our client, a leading manufacturer of industrial cooling systems, is seeking an experienced Senior Recruiter to join their team in Tulsa, Oklahoma. The Senior Recruiter is responsible for managing the full-cycle recruitment process for hourly, skilled trades, technical, professional, and leadership positions within a fast-paced manufacturing environment. This role partners closely with hiring managers and operational leadership to identify staffing needs, attract qualified talent, and maintain a strong pipeline of candidates to support company growth.

The ideal candidate will have experience recruiting in a manufacturing environment and possess the ability to recruit across all levels of the organization, including production employees, skilled trades, engineers, supervisors, managers, and other exempt-level positions.

Key Responsibilities:

Recruitment & Talent Acquisition:

• Manage full-cycle recruiting for hourly and exempt positions across multiple departments and locations.
• Source, screen, interview, and evaluate candidates for manufacturing, technical, administrative, and leadership roles.
• Develop and maintain candidate pipelines for high-volume and hard-to-fill positions.
• Partner with hiring managers to understand workforce needs, position requirements, and recruiting priorities.
• Coordinate and schedule interviews with hiring teams and candidates.
• Extend employment offers and manage offer negotiations when appropriate.
• Ensure a positive candidate experience throughout the recruitment process.

• Online job boards, social media platforms, networking, employee referrals, staffing agencies, career fairs, community partnerships, trade schools and technical colleges
• Build relationships with local workforce development organizations and educational institutions.
• Develop recruiting strategies to support workforce growth and reduce time-to-fill metrics.
• Proactively identify talent for future hiring needs.

• Work closely with operations leadership, plant management, and department managers regarding staffing plans and hiring needs.
• Provide guidance to hiring managers on recruiting best practices, interviewing techniques, and candidate selection.
• Participate in workforce planning discussions to support organizational growth.

Compliance & Administration:

• Ensure recruiting and hiring practices comply with federal, state, and local employment laws and regulations.
• Maintain accurate applicant tracking system (ATS) records and recruitment documentation.
• Coordinate pre-employment processes including background checks, drug screenings, and onboarding requirements.
• Track recruiting metrics including: time-to-fill, candidate flow, turnover trends, recruiting source effectiveness
• Support onboarding activities and new hire orientation as needed.

• Bachelor’s degree in Human Resources, Business Administration, or related field preferred.
• Minimum of 3 years’ recruiting experience within a manufacturing environment required.
• Experience with high-volume recruiting required in the following areas: production/manufacturing positions, skilled trades, engineering, supervisory roles, exempt/professional positions

Knowledge, Skills, and Abilities:

• Strong understanding of recruiting processes and employment practices.
• Ability to build relationships with candidates and hiring managers at all organizational levels.
• Excellent interviewing and candidate assessment skills.
• Experience supporting multi-site manufacturing operations.
• Experience with exempt and leadership recruiting.
• Knowledge of labor market trends and manufacturing workforce challenges.
• Strong organizational and time management abilities.
• Ability to manage multiple open positions simultaneously in a fast-paced environment.
• Proficiency with applicant tracking systems (ATS), HRIS systems, Microsoft Office Suite, and recruiting platforms.
• Excellent verbal and written communication skills.
• Ability to maintain confidentiality and professionalism.
• Bilingual skills are a plus.

Key Performance Indicators (KPIs):

• Time-to-fill
• Quality of hire
• Turnover rates
• Open position aging
• Recruiting source effectiveness