## Overview Steves & Sons is an award-winning manufacturer of interior and exterior doors, servicing building supply companies across the U S. and supplying to the world’s largest home improvement retailer. We have six manufacturing plants in four states, with headquarters in San Antonio, TX. We offer a positive work environment with competitive pay and benefits. Join a thriving industry with opportunities for growth and become a part of a family-owned company with over 160 years of experience. ## Description The Senior Manufacturing Recruiter is responsible for driving high-volume, fast-paced hiring across multiple plants and states. This role is essential to sustaining a reliable hourly and skilled-trades workforce, reducing vacancies, and supporting operational continuity. The ideal candidate brings deep manufacturing recruiting expertise, urgency, and the ability to manage large requisition loads while partnering closely with plant leadership. Key Responsibilities High-Volume Recruiting Execution · Manage 40–80+ open requisitions simultaneously across hourly, skilled trades, maintenance, production, and specialty manufacturing roles. · Lead full-cycle recruiting including sourcing, screening, interviewing, coordinating hiring manager engagement, and offer management. · Maintain continuous pipelines for high-demand and hard-to-fill roles (maintenance techs, electricians, machine operators, CDL, forklift, etc.). Strategic Workforce Partnership · Partner directly with plant managers, HR managers, and operations leaders to forecast staffing needs and proactively reduce vacancies. · Conduct weekly staffing reviews, aging reports, and pipeline updates to ensure alignment with production schedules and labor demands. · Build bilingual, community-based recruiting strategies to support workforce accessibility and diversity. Sourcing & Market Intelligence · Leverage creative sourcing methods for competitive labor markets, including community partnerships, job fairs, trade schools, military programs, and bilingual outreach. · Utilize modern sourcing tools, social platforms, and ATS capabilities to identify and engage qualified candidates. · Monitor labor market trends and provide insights to leadership on wage competitiveness, turnover drivers, and pipeline risks. Compliance & Documentation · Ensure strict compliance with I-9, E-Verify, work authorization validation, and federal/state employment laws. · Maintain accurate and audit-ready candidate documentation within ATS and HR systems. · Support consistent hiring workflows across multi-state operations, ensuring adherence to company policy and regulatory requirements. Performance & Metrics · Drive improvements in time-to-fill, quality of hire, and pipeline conversion rates. · Track and report recruiting KPIs, requisition load, and hiring trends to HR leadership. · Apply a data-driven approach to identify bottlenecks, optimize processes, and strengthen workforce stability. ## Requirements Qualifications · Minimum 5+ years of recruiting experience, preferably in manufacturing, industrial, or high-volume environments. · Proven ability to manage large requisition loads in fast-paced, multi-site settings. · Strong knowledge of skilled trades, hourly labor markets, and manufacturing job families. · Experience with ATS systems, sourcing platforms, and recruitment technology. · Bilingual (English/Spanish) strongly preferred. · Strong understanding of employment compliance, including I-9, E-Verify, and multi-state labor laws. · Must have advanced Excel and reporting skills , including pivot tables, VLOOKUPs, dashboards, and data analysis for recruiting metrics. Preferred Attributes · Demonstrates a strong sense of urgency, including the ability to respond to critical staffing needs outside standard business hours when manufacturing demands require immediate action. · Maintains a professional, calm, and solutions-focused demeanor during high-pressure or after-hours situations, ensuring plant operations receive timely support. · Shows flexibility and reliability in adjusting to production schedules, shift-based hiring needs, and unexpected labor shortages. · Upholds consistent communication with plant leadership, even during off-hours escalations, while balancing responsiveness with sound judgment.