Operations & Defense Recruiter

What You’ll Do

• Own end-to-end recruiting across manufacturing, production, deployment, fleet operations, field services, customer-facing technical roles, supply chain, and defense programs.
• Recruit across a wide range of levels, from highly skilled technicians and individual contributors to managers and operational leaders.
• Build sourcing strategies for specialized and difficult-to-find operational talent rather than relying solely on inbound applicants.
• Conduct candidate screens, manage interview processes, develop offers, and close candidates.
• Build and maintain proactive talent pipelines ahead of future hiring needs.
• Deliver a high-quality candidate experience through consistent communication, urgency, and transparency.
• Build strong relationships with hiring managers and become a trusted partner on their organizational and hiring needs.
• Help leaders define what great talent looks like before launching a search.
• Use market data, candidate feedback, and pipeline performance to influence hiring decisions.
• Push back when requirements unnecessarily limit the talent pool and recommend alternative approaches.
• Translate hiring demand into business impact and help leaders prioritize roles accordingly.
• Maintain a strong operating rhythm with hiring managers around pipeline health, interviews, offers, risks, and hiring forecasts.

Build & Improve

• Develop repeatable recruiting strategies and talent pipelines that can scale alongside Path.
• Use recruiting data to understand funnel health, identify bottlenecks, and improve outcomes.
• Build targeted sourcing campaigns, referral strategies, talent maps, and competitive intelligence.
• Identify opportunities to automate or simplify recruiting processes.
• Partner across the Talent Acquisition team to continuously raise the quality and speed of hiring.