Case Study: Scalable Talent for a Leading Aerospace Manufacturer

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

— 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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