Senior Recruiter Maintenance & Military

Business Unit Overview

Michael Foods, Inc. is a leader in the food processing and distribution industry with business in egg products, refrigerated grocery and potato products. We offer exciting job possibilities throughout our organization where you can enhance your career, sharpen your talents and make an impact. Join our company and be part of an innovative team that’s First in Food.

Michael Foods, Inc. located in Gaylord, Minnesota is Minnesota's Healthy Heartland! Gaylord is located in south central Minnesota about an hour west of the Twin Cities and 35 minutes from Mankato, Hutchinson, and New Ulm. As the County Seat, Gaylord is the "Hub of Sibley County." Our location produces liquid egg, hardcook egg, and precooked egg such as scrambled, patties and omelets.

This is an exciting, fast-paced position that needs a goal-oriented individual who offers excellence in service, a collaborative approach, and a self-starter mentality.

This position is a Remote/Hybrid position that will require 10-25% travel.

Qualified candidates must reside in one of the following states:
Minnesota, Iowa, Nebraska, South Dakota, Illinois, Georgia, Arizona, Ohio, Pennsylvania, New Jersey, New York, Texas, Kansas, Colorado, Maine.

We are seeking a Maintenance & Military Talent Acquisition Partner to build and sustain high‑quality pipelines of skilled maintenance talent across our supply chain network. This role focuses heavily on recruiting for technical trades—mechanical, electrical, controls, utilities, reliability—and expanding our military hiring programs to connect transitioning service members with long‑term careers in maintenance. The ideal candidate understands the urgency of skilled trade hiring, excels at building relationships with military and technical institutions, and can convert workforce plans into predictable, high‑quality hiring outcomes.

• Develop and execute short‑ and long‑term recruiting strategies customized for maintenance roles.
• Build 12–18 month workforce plans by craft, shift, and certification (PLC, ammonia, mechanical, electrical, utilities).
• Create sourcing funnels, performance metrics, and hiring SLAs to ensure process speed and accountability.
• Design differentiated approaches for hard‑to‑fill roles such as reliability technicians, PLC techs, and ammonia refrigeration mechanics.
• Integrate onboarding, mentorship, and skills‑pathways into recruiting plans to reduce early turnover.

• Grow partnerships with TAP, Skill Bridge, Guard/Reserve units, and base education offices nationwide.
• Build MOS‑to‑maintenance role crosswalks (HVAC, electrical, controls, PM, utilities) to accelerate placement decisions.
• Develop targeted military‑focused content, events, and CRM journeys for transitioning service members.
• Establish base‑level ambassadors and referral networks to increase yield and expand visibility.
• Track military hiring outcomes—retention, promotions, and performance—to refine targeting strategies.

• Stand up and coordinate a rotating “Maintenance SME Bench” to support technical screens and skills validations.
• Co‑host realistic job previews to align expectations and reduce early attrition.
• Build structured behavioral and technical interview guides aligned to maintenance tasks and systems.
• Maintain feedback loops so SMEs can surface skill gaps that inform sourcing priorities and training roadmaps.

• Own end‑to‑end recruiting for hourly and salaried maintenance positions at priority sites.
• Maintain candidate slate standards and weekly pipeline forecasts.
• Utilize skills‑based assessments to shorten interview cycles and improve first‑pass quality.
• Conduct internal mobility searches to identify high‑potential mechanics ready for advancement.

• Standardize requisition intake, screening criteria, scheduling, and candidate communications across sites.
• Train site teams on reading MOS documents, DD‑214s, and technical credential equivalencies.
• Deploy local recruiting campaigns…