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. By integrating engineering, manufacturing, modular deployment, and lifecycle services under one platform, we streamline execution and bring complex projects online faster - without compromising performance. With a robust U.S. manufacturing network, MCG supports data centers, power generation, healthcare, oil & gas, pharmaceuticals, semiconductors, and industrial facilities where uptime is non-negotiable. Mission Critical Group designs, manufactures and provides value-added services for customers requiring critical power solutions. Powering a new electric world for a brighter, more secure future.

The Sr. Talent Acquisition Partner, Engineering owns full-lifecycle recruiting for engineering and technical professional roles across Mission Critical Group's business units, including electrical, mechanical, quality, applications, design, sales engineering, and field services positions spanning all business units, with support for other exempt roles where capacity allows. This is a senior individual contributor role for a recruiter who operates as a trusted partner to engineering leaders: someone who builds pipeline through direct, phone-first outreach, understands the technical and market realities of power and electrical infrastructure talent, and closes hard-to-fill roles in competitive markets. The role carries direct accountability for time-to-hire performance, candidate experience standards, and data integrity within the enterprise applicant tracking system.

Full-Lifecycle Engineering Recruiting

• 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.

Sourcing & Market Expertise

• 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.

Hiring Manager Partnership

• 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.

Candidate Experience & Process Standards

• 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.

Reporting & Continuous Improvement

• 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.

Required

• 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.

Preferred

• 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.

Attributes:

• Have Humanity: treats every candidate and hiring manager with respect; protects the candidate experience even in regret conversations.
• Be Transparent: communicates pipeline reality honestly, surfaces risk early, and never lets a stakeholder be surprised.
• Drive Innovation: continuously improves sourcing channels, tools, and process; brings new ideas to persistent hiring challenges.
• Be Resilient: sustains energy and focus through long searches, declined offers, and shifting priorities.
• Always Reliable: does what they say they will do, on the timeline committed; follow-through is non-negotiable.
• Grit: pursues hard-to-fill roles with persistence; keeps dialing when the easy channels run dry.

A Note to our Recruitment Partners: We really appreciate the interest, but MCG currently manages hiring through our internal team. We love getting to know our candidates directly! Because of this, we don’t accept unsolicited resumes from agencies at this time. If we ever need an extra hand, we’ll be sure to reach out to the community. Thanks for understanding!

MCG is an equal opportunity employer prohibiting discrimination based on race, color, creed, religion, sex, marital status, physical or mental disability, and any other protected classes stated by applicable federal and state laws. DVM is committed to providing equal employment opportunities to qualified individuals with disabilities and to act in accordance with regulations and guidance issued by the Equal Employment Opportunity Commission (EEOC).