Senior Talent Acquisition Partner - Engineering

Mission Critical Group (MCG) is an end-to-end power solutions and services provider that accelerates time-to-power and delivers scalable, resilient infrastructure for mission critical environments. They are seeking a Senior Talent Acquisition Partner for Engineering to own full-lifecycle recruiting for engineering and technical professional roles, ensuring a high-quality candidate experience and meeting time-to-hire performance standards.

Responsibilities:

• Own a dedicated portfolio of engineering, technical, and field services requisitions end-to-end: intake, sourcing strategy, screening, interview coordination, debrief facilitation, offer construction, and close
• Flex to support other exempt requisitions across the enterprise where capacity allows, as prioritized by the Sr. Manager, Talent Acquisition
• Deliver against the enterprise salaried time-to-hire standard of 45 days, with proactive escalation and intervention planning on any requisition approaching the 30-day aging threshold
• Run structured intake sessions with hiring managers that produce a calibrated candidate profile, a sourcing plan, and a committed interview cadence before the search opens
• Build pipeline primarily through direct outreach (phone-first engagement, targeted messaging, referrals, and market mapping) rather than reliance on inbound applications or job-board postings
• Develop and maintain talent maps for critical engineering disciplines (electrical design, power systems, controls, quality, manufacturing engineering) across MCG's geographic footprint
• Support Workforce Development in building and leveraging engineering talent pipelines and early career opportunities, including university, co-op, internship, and apprenticeship channels
• Work with the Compensation team on market pricing, candidate availability, and competitive dynamics in engineering talent markets, bringing data to intake and offer conversations
• Operate at the trusted-partner standard: communicate proactively, bring solutions with problems, and hold structured weekly updates on every active search
• Facilitate timely, decision-ready debriefs following onsite interviews and drive hiring teams to clear yes/no outcomes
• Coach interview teams on structured evaluation, calibration, and candidate experience expectations
• Ensure every onsite candidate receives a status update within three (3) business days of interview debrief, without exception
• Maintain complete, current, and accurate requisition and candidate records in SmartRecruiters, including dispositions, stage movement, and interview feedback
• Uphold consistent, professional communication with all candidates from first contact through offer or regret
• Maintain requisition data feeding the enterprise vacancy tracker and recruiting scorecards; report weekly on pipeline health, aging, and forecast confidence
• Contribute to the standardization of the TA operating model, including interview frameworks, evaluation rubrics, and engineering-specific hiring playbooks

Requirements:

• 7-10 years of full-lifecycle recruiting experience, with at least 5 years focused on engineering or technical professional roles
• Demonstrated success closing hard-to-fill engineering positions (e.g., electrical, mechanical, quality, applications engineering) in manufacturing, industrial, energy, or infrastructure environments
• Proven direct-sourcing capability: comfortable and effective on the phone, with a track record of building pipeline without dependence on job boards
• Strong hiring manager management skills, with the ability to set expectations, push back constructively, and hold leaders to committed timelines
• High standards for data integrity and process discipline within an ATS; able to work in a metrics-driven environment with visible individual accountability
• Clear, professional written and verbal communication suitable for executive-level stakeholders
• Experience recruiting in power generation, electrical equipment, switchgear, modular construction, or adjacent mission-critical infrastructure sectors
• Experience recruiting in a private equity-backed, high-growth, or M&A-active environment with shifting priorities and volume
• Familiarity with multi-site, multi-business-unit recruiting models and distributed hiring teams