Talent Acquisition Manager

TAT Technologies ("TAT") is a fast-growing profitable provider of aerospace thermal management, power and actuation products and repair services. TAT is a strategic global partner to leading players in the aerospace industry and specializes in providing innovative commercial, defense, OEM and repair/overhaul solutions. Our experience, flexibility, and commitment to meeting customer's requirements have positioned us to be a trusted partner to some of the world's leading aircraft manufacturers, OEM's, airlines, MRO's, air forces and defense organizations. TAT employs more than 600 employees worldwide, with facilities in the US and Israel.

The Talent Acquisition Manager is responsible for leading the full recruitment lifecycle for TAT Technologies' corporate office and three company sites. This role oversees all aspects of recruitment and hiring, while developing and implementing innovative strategies, processes, and technologies to help TAT attract and secure top talent in a competitive market. This is a dynamic, fast-paced role that requires flexibility, initiative, and strong leadership to ensure the Talent Acquisition function is responsive to evolving business and labor market demands. The Talent Acquisition Manager will continuously refine and enhance the end-to-end recruitment process, leverage critical talent acquisition analytics, manage vendor partnerships, build talent acquisition capability across the organization, and track and deliver measurable ROI and effectiveness for all recruitment initiatives.

Main Responsibilities

• Develop and execute effective talent acquisition strategies aligned with business goals.
• Manage the full-cycle recruitment process, ensuring a positive candidate and hiring manager experience.
• Partner with department heads to forecast hiring needs and create workforce plans.
• Build and maintain a strong employer brand through creative sourcing and recruitment marketing.
• Source and engage top talent using a mix of job boards, social media, networking, and direct outreach.
• Proactively build and maintain a robust talent pipeline for current and future hiring needs.
• Develop and track key metrics (e.g., time to fill, quality of hire) to assess and improve recruitment performance.
• Collaborate with HR and leadership to ensure diversity, equity, and inclusion are embedded in hiring practices.
• Manage vendor relationships, including recruiting agencies, background check providers, and job board platforms.
• Ensure compliance with labor laws and internal policies throughout the hiring process.
• Implement and optimize applicant tracking systems (ATS) and other recruiting technologies.
• Stay up to date on industry trends, labor market changes, and best practices to keep the organization competitive.
• Lead initiatives to enhance the candidate experience, ensuring a seamless and efficient application process, clear communication, and a personalized, respectful approach throughout the recruitment journey.
• Provide leadership with a weekly open requisition report, highlighting status updates and key metrics.
• Represent the organization at job fairs, networking events, and other talent engagement activities.
• Manage recruitment budgets and report regularly on hiring outcomes and challenges to leadership.