Case Study: Scalable Talent for a Leading Aerospace Manufacturer
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Client: Tier-1 Aerospace Manufacturing Company
Duration: 18-Month Engagement
Objective: Hire 50+ permanent employees across 9 U.S. facilities
The Assignment
As this aerospace manufacturer expanded operations and enhanced production capabilities, they faced an urgent need to recruit at least 50 permanent employees across nine distinct U.S. locations within a strict 18-month window. These hires were mission-critical to support plant efficiency, program delivery, and technical innovation.
The Challenges
A Wide Range of Specialized Roles
The hiring initiative spanned multiple departments and disciplines, including:
Leadership & Plant Management: Plant Managers, Operations Managers, Program Managers
Engineering & Technical Experts: Automation, Process, Product, and Quality Engineers
Business & Support Functions: Controllers, Procurement Specialists, Financial Analysts
People Operations: HR Business Partners, TA & Onboarding Specialists
Skilled Trades & Production: Tool & Die Makers, EDM Operators, CNC Machinists
Each role required industry-specific knowledge and a targeted recruitment strategy.
Complex, Site-Specific Processes
Each location had unique operational procedures, onboarding protocols, and systems, making a one-size-fits-all solution unworkable. We needed to deliver a customized recruiting approach while ensuring centralized coordination and consistency.
The Solution
1. A Specialized, Cross-Functional Team
We assembled a recruiting task force, segmented by expertise:
Engineering & Technical Recruitment
HR, Accounting & Finance Staffing
Hourly & Skilled Trades Talent Acquisition
By assigning recruiters based on vertical expertise, we ensured that each role received focused, knowledgeable attention and accelerated time-to-fill.
2. Proactive, Transparent Communication
We implemented a weekly cadence of site-specific calls, tailored to each location’s hiring volume and stage in the process. These calls covered:
Candidate pipeline reviews
Interview and offer progress
Negotiation strategies
Pre-employment steps: background checks, drug screenings, and onboarding
This consistent communication model fostered alignment across all stakeholders and eliminated delays or redundancies.
The Outcome
58 positions successfully filled across nine locations, primarily technical, salaried roles
95% retention rate within the first six months
Seamless integration with internal HR and operations teams
A scalable and repeatable process model for future talent initiatives
Client Testimonial
“It was a little over a year ago that we embarked on our partnership with the Emerge team. I wanted to send you a quick note to share how pleased we have been with the support we’ve received. Emerge is now considered an extension of our team – partnering with us on our talent needs every step of the way.”
— Director of Talent Acquisition, Aerospace Manufacturing Company
Conclusion
This partnership highlights how specialized expertise, custom communication strategies, and a high-touch recruiting model can deliver outstanding results for complex, high-stakes hiring initiatives in aerospace manufacturing.
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