Head of Talent - Advanced Manufacturing

Head of Talent - Build the Recruiting Engine Behind a Fast-Scaling Domestic Foundry StartupBillerica, MA | On-siteOpportunity SummaryAn early-stage advanced manufacturing company is bringing precision metal casting back to the U.S., and its growth plan calls for opening a new production foundry every year. Each site will need technicians, engineers, operators, and leaders, and the company is now hiring its first dedicated talent leader to design the system that staffs all of them.Reporting to the CEO and joining the leadership team, you will build recruiting from a blank slate: picking the tools, defining the process, and choosing outside partners. You will run the most important searches yourself while laying the groundwork for a talent team, as the company grows from roughly 25 to 75 people over its next stage.About UsWe are a venture-backed advanced manufacturing startup, spun out of a leading research university, rebuilding domestic casting capacity for aerospace, defense, and energy. Our integrated digital foundry pairs a proprietary high-throughput additive process with AI-driven design software, shrinking casting lead times from months to days. We are supported by top-tier venture firms and strategic aerospace and defense investors, we already ship parts to major aerospace and defense customers, and we are preparing for our next institutional funding round. Every team member works on-site, close to the production floor.Job DutiesWork with the CEO and leadership to turn the company's growth plan into a hiring roadmap covering priorities, sequencing, headcount, and which searches run internally versus through partnersPersonally lead the most critical searches across production, engineering, operations, commercial, and executive roles while holding a high hiring barSelect and launch the ATS and sourcing stack, with the budget to support itCreate a repeatable hiring playbook, including interview loops, scorecards, and offer workflows, that can be rolled out at each new siteBuild talent pipelines ahead of need through outbound sourcing, employee referrals, trade schools, community colleges, and regional manufacturing networksIdentify, engage, and manage specialized third-party recruiting partners, holding them accountable for results and costSet compensation bands and equity guidelines alongside leadership, and own offers through to closeCoach hiring managers to write clear requirements, interview consistently, and make faster decisionsStrengthen the employer brand so every candidate leaves with a strong impression and a clear reason to joinReport on time to fill, pass-through rates, offer acceptance, and retention, and use that data to remove bottlenecksQualifications7+ years of full-cycle recruiting, including 2+ years leading recruiting at a venture-backed startup during rapid growthExperience scaling an early-stage company past 100 employees while owning the hiring plan and headcount forecastProven ability to carry 20+ open requisitions at once across very different role types, from hourly technicians to senior engineers and executives, and to prioritize hard when everything is urgentPersonally closed 30+ hires within a 12-month window while keeping offer acceptance and early retention strongBuilt a recruiting function from zero as a first or early talent hire, including ATS selection and launch, interview playbooks, scorecards, offer approvals, and reporting3+ years recruiting for manufacturing, industrial, hardware, or aerospace organizations, including production technician and engineering rolesTrack record of filling hard technical roles through outbound sourcing, referrals, and personal networks rather than relying on inbound applicants or agenciesSkilled at closing candidates against competing offers and walking first-time startup employees through equityData-driven approach, using recruiting metrics to diagnose issues and report to leadershipThe presence and judgment to push back on founders and executives, set realistic timelines, and earn their trustComfort with ambiguity, a bias for action, and full ownership of outcomesU.S. person status (U.S. citizen or lawful permanent resident) required under ITARPreferred ExperienceBuilt and managed a team of recruiters, sourcers, or coordinatorsRan or partnered on VP and C-level searchesDesigned compensation bands, leveling frameworks, and equity guidelines using market dataHigh-volume hiring of hourly and skilled-trades talent through trade schools, community colleges, apprenticeships, or workforce development programsRecruiting for ITAR-regulated or defense programs, with working knowledge of export control and U.S. person requirementsBackground in foundry, metal casting, additive manufacturing, machining, or other heavy industrial settingsAn established network in the Boston and New England manufacturing and engineering talent marketsHands-on experience with modern recruiting tools such as LinkedIn Recruiter, Gem, Greenhouse, or AshbyWhy Join UsReport to the CEO and hold a seat on the leadership team from day oneBuild the talent function your way, with no legacy process to unwindA clear path to build and lead the talent team as the company scalesDefined early wins: a hiring roadmap and core systems in place within 90 days, and a repeatable process hiring managers trust by the end of year oneEarly-employee stock options with real upside as the company expands from one foundry to manySmall, hands-on team where decisions happen in days rather than quartersA mission that matters: restoring domestic production of castings used in aircraft, defense systems, and the power gridProfessional development supportMedical, dental, and vision insurance, HSA, and 401(k)Unlimited PTO, sick time, and 11 paid holidays per yearCompensation Details$160,000 - $200,000 + equity