Talent Acquisition Partner

TTM Technologies, Inc. – Publicly Traded US Company, NASDAQ (TTMI) – Top-5 Global Printed Circuit Board Manufacturer

About TTM

TTM Technologies, Inc. is a leading global manufacturer of technology products, including mission systems, radio frequency (“RF”) components, RF microwave/microelectronic assemblies, and technologically advanced printed circuit boards (“PCB”s). TTM stands for time-to-market, representing how TTM's time-critical, one-stop design, engineering and manufacturing services enable customers to reduce the time required to develop new products and bring them to market .

Additional information can be found at www.ttm.com

ABOUT TTM TECHNOLOGIES

TTM Technologies is a leading global manufacturer of mission-critical printed circuit boards, radio frequency components, and engineered electronic solutions. We support customers across aerospace and defense, medical, automotive, computing, and industrial markets. Our Talent Acquisition team is a strategic partner to the business — building the professional, technical, and leadership talent that keeps TTM competitive.

ROLE OVERVIEW

The Talent Acquisition Partner (TAP) owns full-cycle recruiting for salaried, exempt, and professional/technical roles across an assigned region. This is a true business-partner role: you will sit with hiring managers in manufacturing, operations, engineering, supply chain, and program management; shape the sourcing strategy; and deliver qualified talent from intake through accepted offer.

You will support hiring at every salaried level — from early-career and intern/co-op through experienced individual contributors and people leaders — with a primary focus on plant-based professional and technical populations. Success in this role looks like strong pipelines, disciplined process, a high-quality candidate experience, and hiring managers who treat you as a trusted advisor, not an order-taker.

DUTIES AND RESPONSIBILITIES

·   Partner with hiring managers across manufacturing, operations, engineering, supply chain, and program management to deliver full-cycle recruiting for salaried and exempt professional and technical roles.

·   Lead end-to-end recruitment: intake and workforce planning, role scoping, sourcing strategy, candidate screening, interview coordination, offer development, and close.

·   Build and execute proactive sourcing strategies for hard-to-fill professional and technical talent, including quality, manufacturing, electrical, and mechanical engineers; supply chain professionals; program managers; and operations leadership.

·   Source using LinkedIn Recruiter, niche boards, professional associations, employee referrals, workforce partners, Boolean/direct sourcing, and selective agency support to build durable pipelines.

·   Act as a consultative business partner — providing market insights, talent-availability data, compensation context, and hiring recommendations grounded in qualifications, interview feedback, and assessment results.

·   Own the candidate experience and hiring-manager experience: timely communication, aligned expectations, clean handoffs, and consistent follow-through across the full lifecycle.

·   Maintain ATS discipline — application reviews, data accuracy, process compliance, and audit readiness — in a regulated, multi-site manufacturing environment.

·   Design regional and local sourcing plans tailored to plant-based salaried roles and hard-to-fill professional/technical requisitions.

·   Track, analyze, and report recruiting metrics including time-to-fill, candidate flow, source effectiveness, funnel conversion, and requisition aging; use data to adjust strategy.

·   Partner with Talent Acquisition leadership on pipeline development, employer branding, and social recruiting practices that strengthen TTM’s professional talent brand in assigned markets.

·   Collaborate with local HR and people leaders to align recruiting activity with workforce plans, headcount, and site priorities.

ESSENTIAL KNOWLEDGE AND SKILLS

·   Proven ability to recruit for manufacturing, operations, and engineering environments, with a focus on salaried, exempt, and professional/technical roles (not hourly production hiring).

·   Demonstrated expertise in proactive sourcing, pipeline development, and talent mapping for engineering and salaried operations talent.

·   Consultative presence: listens well, influences without authority, and partners effectively with hiring leaders at site and functional levels.

·   Translates business and technical requirements into practical recruiting strategies and compelling candidate conversations.

·   Strong sense of urgency and ownership — requisitions, communications, and candidate follow-up do not stall on your desk.

·   Clear verbal and written communicator, comfortable engaging stakeholders from hiring managers through senior leaders.

·   Organized and able to prioritize a high-volume, multi-site requisition load in a fast-paced environment.

·   Comfortable working independently and as part of a decentralized, largely virtual TA team.

·   Working knowledge of recruiting compliance, OFCCP/EEO considerations, and clean ATS hygiene.

EDUCATION AND EXPERIENCE

·   Bachelor’s degree in Human Resources, Business, or a related field, or equivalent professional experience.

·   Minimum of 5 years of full-lifecycle recruiting experience.

·   Hands-on experience sourcing and recruiting manufacturing, engineering, and technical salaried talent.

·   Experience recruiting across levels — early-career/intern, professional individual contributor, and senior/leadership salaried roles.

·   Proficiency with Microsoft Office and applicant tracking systems (ATS); strong direct-sourcing skills including LinkedIn Recruiter and internet resume databases.

PREFERRED QUALIFICATIONS

·   Experience recruiting in Aerospace & Defense, advanced manufacturing, or other regulated industrial environments.

·   Knowledge of plant-based, multi-site manufacturing operations and the salaried professional and leadership populations that support them.

·   Intellectual curiosity and the drive to understand TTM’s products, processes, and the technical requirements of assigned roles.

·   Exceptional attention to detail and follow-through.

·   Flexible, resourceful, and action-oriented; able to adapt quickly as business needs change.

·   Familiarity with employer branding, social recruiting, and campus/early-career hiring for technical populations.

WHAT SUCCESS LOOKS LIKE

·   Hiring managers describe you as a strategic partner who understands their roles and market.

·   Pipelines exist before requisitions open for recurring engineering and operations roles.

·   Time-to-fill, candidate quality, and offer-accept rates meet or beat team targets.

·   ATS data is accurate, auditable, and current; process and compliance standards are met.

·   Candidates have a professional, timely experience that reflects well on TTM — whether they are hired or not.

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Compensation and Benefits:

TTM offers a variety of health and well-being benefit programs. Benefit options include medical, dental, vision, 401K, Flexible Spending Account, Health Savings Account, accident benefits, life insurance, disability benefits, paid vacation & holidays. Benefits are available 1st of the month following date of hire.

Compensation for roles at TTM Technologies varies depending on a wide array of factors including but not limited to the specific office location, role, skill set and level of experience. As required by local law, TTM provides a reasonable range of compensation for roles that may be hired in New York, California and Colorado. For California-based roles, compensation ranges are based upon specific physical locations.

Export Statement:
Must comply with TTM Export Control Policies and Procedures and all applicable laws including ITAR, EAR and OFAC including but not limited to: a) being able to identify ITAR product on the manufacturing floor and understand that access to these products and related technical data is restricted to only US Citizens and US Permanent Residents; b) recognition of  Foreign Person visitors by badge differentiation; c) understand and follow authorization procedures for bringing foreign visitors into facilities (VAL); d) understand the Export and ITAR requirements for shipments leaving the US; e) manage vendor approvals for ITAR manufacturing and services.

All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, citizenship, disability or protected veteran status.