Bilingual Regional Recruiter Job Seattle area,Washington USA,HR/Recruitment

Manage high-volume, full-cycle recruiting for roles across an assigned region, including intake meetings, sourcing, screening, interview coordination, selection, and offer process.
Partner with Plant Managers, Production/Operations leaders, and HR to align on headcount plans, shift needs, start dates, attendance expectations, and critical skills/experience.
Develop and execute regional recruiting plans to support ramp-ups, seasonal demand, and turnover-sensitive roles; build bench strength for frequent openings.
Source candidates through high-volume channels (job boards, referrals, community partners, staffing partners, walk‑in traffic where applicable) and targeted outreach for hard‑to‑fill skilled roles.
Run and support hiring events (open interviews, job fairs, on‑site/virtual events) and coordinate fast, compliant selection decisions to meet production demands.
Conduct structured phone/video screens and/or in‑person interviews; assess for safety mindset, reliability/attendance, shift flexibility, relevant manufacturing experience, and ability to meet job requirements.
Coordinate interview scheduling across multiple sites and shifts; maintain frequent communication with candidates to reduce no‑shows and improve show rates.
Partner with HR and site leadership to facilitate offers, background/drug screens, physical/fitness‑for‑duty requirements (as applicable), and onboarding readiness for day‑one productivity.
Maintain accurate and timely documentation in the applicant tracking system (ATS) and ensure data integrity for reporting and compliance.
Track and report recruiting metrics such as time to fill, time to start, candidate flow, event conversion, source effectiveness, and no‑show/early attrition trends; recommend improvements.
Ensure consistent and compliant hiring practices, including EEO, interview documentation, and adherence to company policies and local/state/federal employment laws.
Promote the employer brand in local markets and strengthen community pipelines (technical schools, workforce boards, veteran organizations, community groups) to support ongoing manufacturing hiring needs.

Manage high-volume, full-cycle recruiting for roles across an assigned region, including intake meetings, sourcing, screening, interview coordination, selection, and offer process.
Partner with Plant Managers, Production/Operations leaders, and HR to align on headcount plans, shift needs, start dates, attendance expectations, and critical skills/experience.
Develop and execute regional recruiting plans to support ramp‑ups, seasonal demand, and turnover‑sensitive roles; build bench strength for frequent openings.
Source candidates through high‑volume channels (job boards, referrals, community partners, staffing partners, walk‑in traffic where applicable) and targeted outreach for hard‑to‑fill skilled roles.
Run and support hiring events (open interviews, job fairs, on‑site/virtual events) and coordinate fast, compliant selection decisions to meet production demands.
Conduct structured phone/video screens and/or in‑person interviews; assess for safety mindset, reliability/attendance, shift flexibility, relevant manufacturing experience, and ability to meet job requirements.
Coordinate interview scheduling across multiple sites and shifts; maintain frequent communication with candidates to reduce no‑shows and improve show rates.
Partner with HR and site leadership to facilitate offers, background/drug screens, physical/fitness‑for‑duty requirements (as applicable), and onboarding readiness for day‑one productivity.
Maintain accurate and timely documentation in the applicant tracking system (ATS) and ensure data integrity for reporting and compliance.
Track and report recruiting metrics such as time to fill, time to start, candidate flow, event conversion, source effectiveness, and no‑show/early attrition trends; recommend improvements.
Ensure consistent and compliant hiring practices, including EEO, interview documentation, and adherence to company policies and local/state/federal employment laws.
Promote the employer brand in local markets and strengthen community pipelines (technical schools, workforce boards, veteran…