Sr Manager, Talent Acquisition - Salaried Hiring Practice

Mission Critical Group (MCG) is an end-to-end power solutions and services provider that accelerates time-to-power and delivers scalable, resilient infrastructure for mission critical environments. By integrating engineering, manufacturing, modular deployment, and lifecycle services under one platform, we streamline execution and bring complex projects online faster - without compromising performance. With a robust U.S. manufacturing network, MCG supports data centers, power generation, healthcare, oil & gas, pharmaceuticals, semiconductors, and industrial facilities where uptime is non-negotiable. Mission Critical Group designs, manufactures and provides value-added services for customers requiring critical power solutions. Powering a new electric world for a brighter, more secure future.

The Sr. Manager, Talent Acquisition – Salaried leads enterprise-wide hiring for salaried roles across Mission Critical Group, including engineering, technical, professional, and leadership positions. Operating across all five business units (EECOE, Modular and Enclosures, TXLA, Solutions, and Central Operations), this role partners with senior leaders to build a centralized salaried hiring function that complements the BU-aligned front-line hiring teams.

Reporting to the Director of Talent Acquisition, this role owns the delivery, and continuous improvement of how MCG attracts and hires its professional, engineering, and leadership talent. The position exists to address a deliberate structural choice: separating high-volume front-line hiring (managed at the BU level) from the more complex, longer-cycle salaried hiring motion that benefits from centralized expertise, dedicated sourcing channels, and consistent process across the enterprise.

This is a hands-on leadership role that combines strategy and execution. The Sr. Manager will personally own a portfolio of complex and senior-level searches, while building sourcing capability, and stakeholder partnerships that scale salaried hiring across MCG. The role currently has one direct report (Talent Partner, Salaried) with the expectation that the team will grow as MCG continues to scale.

Success requires a leader who can hold the standard for hiring quality on critical roles, build trusted relationships with executive stakeholders, and drive measurable improvements in time-to-hire, offer acceptance, and quality of hire. This role is foundational to ensuring that MCG's leadership and professional bench keeps pace with operational growth, and that the experience for both candidates and hiring managers reflects our values.

Accountabilities:

Salaried Hiring Delivery

•      Own enterprise-wide salaried hiring delivery across all five MCG business units, including engineering, technical, professional, and leadership roles
•      Partner on complex, senior, and confidential searches where executive sponsorship and discretion are required
•      Drive measurable improvements in salaried time-to-hire
•      Establish quality-of-hire standards and feedback loops that connect hiring decisions to 90-day, 6-month, and 12-month employee performance
•      Lead searches end-to-end, including market mapping, candidate development, executive interview design, and offer negotiation

Stakeholder Partnership

•      Build trusted relationships with business leaders across all five BUs, the executive team, and corporate functions (Finance, IT, HR, Engineering, Operations)
•      Serve as the primary TA partner for salaried hiring across MCG; engage directly with hiring executives, providing data-driven counsel on market, talent, and offer strategy
•      Influence hiring decisions through market intelligence, compensation benchmarking, and pipeline visibility
•      Support succession planning and internal mobility by maintaining visibility into the external salaried talent landscape and how it compares to internal bench strength

Sourcing Strategy & Talent Channels

•      Build and maintain salaried-specific sourcing strategies including executive search relationships, professional networks, industry associations, and direct outreach
•      Manage external search firm relationships strategically; reduce dependency on agency placements through stronger direct sourcing capability
•      Optimize how MCG attracts salaried talent across LinkedIn Recruiter, niche professional platforms, and targeted employer brand activities
•      Build proactive talent pipelines for repeatable salaried roles (engineering disciplines, project management, FP&A, etc.) to compress time-to-hire over time

Team Leadership & Capability Building

•      Lead, coach, and develop the Salaried Talent Partner(s) set expectations for delivery, stakeholder engagement, and candidate experience
•      Build the case for and successfully onboard additional team members as salaried hiring volume grows
•      Foster a culture of consultative recruiting, executive presence, and data-informed decision-making
•      Partner with the BU-aligned TA Managers (EECOE Front Line, Modular Front Line) on cross-functional initiatives, shared standards, and recruiter development

Hiring Manager & Candidate Experience

•      Elevate the experience for candidates moving through MCG's salaried hiring process; ensure professional, timely, and values-aligned interactions throughout
•      Coach hiring managers on intake clarity, interview effectiveness, structured evaluation, and decision quality
•      Establish consistent practices for offer presentation, negotiation guidance, and onboarding handoff

Talent Systems, Data & Reporting

•      Leverage SmartRecruiters and supporting talent systems to drive process efficiency, source attribution, and reporting accuracy for salaried hiring
•      Develop and maintain reporting on salaried pipeline health, time-to-hire by category (Salaried Professional, Leadership), source effectiveness, cost-per-hire, and offer acceptance
•      Use hiring data to surface market insights, identify bottlenecks, and inform strategic decisions on comp, geography, and channel investment

Partner with HRIS, Compensation, and Finance teams to ensure salaried hiring data flows accurately into broader workforce reporting

Have Humanity

Build meaningful relationships with candidates, hiring managers, and team members, particularly when navigating the longer cycles and higher stakes of salaried and leadership hiring. Treat every candidate as a future colleague.

Be Transparent

Communicate honestly with hiring managers about market reality, candidate availability, comp positioning, and timeline expectations. Push back constructively when assumptions don't match data.

Drive Innovation

Continuously evolve how MCG attracts professional and leadership talent, including new sourcing approaches, employer brand initiatives, and use of data and technology. Question whether existing channels still earn their cost.

Be Resilient

Lead through ambiguity, particularly for new role types, complex stakeholder dynamics, and competitive talent markets. Maintain composure and adaptability when priorities shift.

Always Reliable

Deliver consistent, high-quality outcomes for hiring leaders, even when the role is hard or the market is tight. Be the person executives trust to bring honest perspective and steady delivery.

Grit

Demonstrate persistence and ownership on hard-to-fill or strategic roles. Don't accept that something is impossible without exhausting the search.

Required Knowledge / Experience:

•      8+ years of progressive Talent Acquisition experience, with at least 3+ years focused on salaried, professional, and/or leadership hiring
•      Demonstrated success owning Director-level and above searches end-to-end, including market mapping, candidate development, and offer negotiation
•      Experience in manufacturing, engineering, or industrial environments strongly preferred; familiarity with technical and engineering hiring required
•      Proven ability to build and operate centralized or shared services TA models in a multi-business-unit environment
•      Track record of partnering with senior executive stakeholders on talent strategy, succession, and critical hires
•      Strong people leadership experience, including building and developing TA teams
•      Deep experience with ATS platforms (SmartRecruiters strongly preferred), LinkedIn Recruiter, and modern sourcing tools
•      Strong analytical orientation; comfort using data to diagnose hiring performance and drive operational decisions

Preferred Experience:

•      Experience hiring across multiple geographies and remote/hybrid work environments
•      Background in or familiarity with executive search firm methodology
•      Experience leading TA function during periods of rapid organizational growth or M&A integration
•      Compensation and total rewards literacy sufficient to partner credibly on offer construction

A Note to our Recruitment Partners: We really appreciate the interest, but MCG currently manages hiring through our internal team. We love getting to know our candidates directly! Because of this, we don’t accept unsolicited resumes from agencies at this time. If we ever need an extra hand, we’ll be sure to reach out to the community. Thanks for understanding!

MCG is an equal opportunity employer prohibiting discrimination based on race, color, creed, religion, sex, marital status, physical or mental disability, and any other protected classes stated by applicable federal and state laws. DVM is committed to providing equal employment opportunities to qualified individuals with disabilities and to act in accordance with regulations and guidance issued by the Equal Employment Opportunity Commission (EEOC).