Recruiting Supervisor | Manufacturing

GTI is a contract manufacturing partner supporting customers in renewable energy, power generation, infrastructure, and industrial systems. We fabricate custom designed, purpose‑built enclosures and skids for our customers and perform mechanical and electrical integration in-house, delivering a true turn‑key product to our customers. Our scope spans engineering, prototype builds, through full production, requiring teams that can move fast, adapt, and execute with precision.

GTI values safety, quality, customer obsession, speed, and agility.

GTI Energy is seeking a Recruiting Supervisor to lead high‑volume hourly staffing operations across multiple manufacturing sites. This role is responsible for managing a team of up to 8 recruiters supporting 300+ open hourly positions across Arizona and Buffalo. The Recruiting Supervisor will drive recruiter performance, improve interview activity, hold hiring teams accountable to staffing plans, and ensure labor demand is filled by required need‑by dates.

This role requires a hands‑on leader who can operate at speed, build systems, remove bottlenecks, and execute in a metrics‑driven environment. The ideal candidate has prior leadership experience in high‑volume recruiting for manufacturing, fulfillment, logistics, warehousing, industrial, or skilled trades environments.

• Lead a team of up to 8 recruiters supporting 300+ open hourly positions across multiple GTI sites
• Drive daily recruiting activity including sourcing, outreach, screening, interview scheduling, offers, and starts
• Establish clear productivity expectations for recruiters including calls, interviews, offers, starts, and pipeline health
• Coach recruiters to operate with urgency, ownership, and strong candidate control
• Build bench strength and succession capability across recruiting team

• Own staffing delivery against site labor demand plans and required need‑by dates
• Ensure manufacturing operations have sufficient labor to support production schedules, launches, and growth targets
• Forecast hiring volume by location, department, shift, and skill set
• Prioritize highest‑risk openings and labor shortages with clear recovery plans
• Escalate staffing risks early with data‑backed recommendations

• Hold plant leaders, hiring managers, and operations teams accountable to interview availability, hiring decisions, and staffing plans
• Drive disciplined intake meetings, workforce planning cadence, and demand reviews
• Challenge unrealistic hiring timelines or low‑engagement hiring behavior
• Ensure interview panels move quickly and candidate decisions are timely
• Build strong partnerships while maintaining recruiting authority on process discipline

• Redesign and streamline interview workflows to reduce time‑to‑hire and candidate drop‑off
• Increase interview activity across high‑demand skilled labor roles including electricians, welders, fabricators, industrial technicians, and supervisors
• Improve plant‑level interview scheduling, hiring manager responsiveness, and on‑site interview conversion rates
• Standardize scorecards, interview questions, and selection criteria where appropriate
• Remove unnecessary hiring steps that slow production staffing

• Own KPIs including time‑to‑fill, time‑to‑start, interview volume, offer acceptance, starts, show rates, source effectiveness, recruiter productivity, and aging requisitions
• Build dashboards and executive‑ready reporting for staffing progress by site and department
• Drive accountability through daily standups, scorecards, and weekly business reviews
• Use data to identify underperformance and implement corrective action plans

• Build targeted recruiting strategies for skilled labor including electricians, welders, GTAW welders, maintenance technicians, production leaders, and specialty roles
• Increase sourcing effectiveness using Indeed, Zip Recruiter, Linked In Recruiter, referrals, staffing networks, and community partnerships
• Support…