Recruiter (Temp)

The role

We're looking for a Temporary Recruiter to cover a planned leave for 5-6 months. The primary focus is full-cycle, high-volume recruiting for all of our hourly manufacturing roles at our Heath facility, across all three shifts, as well as site leadership positions and corporate roles across the business as hiring needs arise. This role is hybrid with 3-4 days onsite at our Heath, OH facility.

This is real, meaningful work. The people you recruit run the lines that make Bobbie formula. They're the reason parents can find it on shelves. Staffing this facility well is one of the most direct ways anyone at Bobbie connects their work to our mission, and we don't take that lightly.

You'll report to the Talent Acquisition Lead and work closely with site leadership, hiring managers, and the broader People team. The pace is fast and the req volume is real. If you've recruited in a manufacturing environment before, understand the hourly candidate journey, and can shift between high-volume and full-cycle corporate recruiting without losing momentum, you'll feel right at home here.

What you'll do

• Run full-cycle recruiting across manufacturing and corporate roles, sourcing through offer
• Build and maintain an active pipeline across all three shifts (1st, 2nd, 3rd)
• Source candidates through job boards, community partnerships, text-based outreach, and referrals
• Screen applicants thoughtfully and move strong candidates through the process without unnecessary friction
• Partner with the facility leadership team and People team to align on hiring needs, shift priorities, and start dates
• Coordinate and conduct onsite interviews and hiring events as needed
• Manage requisitions and candidate flow in Greenhouse (our ATS), keeping data clean and stage movement current
• Provide regular pipeline updates to the Lead TA Partner and plant leadership
• Notice patterns in drop-off, offer decline, or early attrition - and bring ideas, not just observations

What we're looking for

Must-haves:

• Proven experience in high-volume recruiting: this is non-negotiable. You've carried a large req load, moved fast, and hit your targets consistently
• Prior experience recruiting hourly manufacturing employees specifically. You understand how this candidate pool searches, what they care about, and that speed is part of respect
• Comfort holding both high-volume and full-cycle corporate recruiting at the same time, you can context-switch without losing your place
• A candidate experience orientation, you know that how people feel during the process reflects on the company, and you act accordingly
• Strong organizational skills and the ability to manage multiple open reqs simultaneously without things falling through the cracks
• Familiarity with an ATS (Greenhouse experience is a strong plus, but not required; you'll pick up our setup quickly)
• Clear, direct communicator with candidates, hiring managers, and your TA partners

Nice to haves:

• Background in CPG, food and beverage, or regulated manufacturing
• Experience recruiting across multiple shift schedules
• Familiarity with text-based candidate outreach tools
• Experience building or running onsite hiring events or open interview days

The details

Location: Hybrid, 3 Days onsite at our Heath, Ohio facility. Being present at the facility is a real part of how this job works, and it matters.

Duration: 5-6 months, with intentional overlap at the start and end for knowledge transfer

Employee Type: Temporary Employee, benefits eligible from the 1st of the month following your hire date

Compensation: $80,000 - $90,000, commensurate with experience

Schedule: Monday-Friday, standard business hours with flexibility as shift schedules require

Why this one's worth your time

Bobbie for Change is fighting for paid parental leave, and here you'd be hiring the team that makes the product at the center of that fight. There's a through-line from every operator you place on a line to every parent who can find formula on a shelf to every family that doesn't face what families faced in 2022. That's not a stretch. That's just true.

The scope is defined. The timeline is clear. The team moves fast and treats people well. And when you leave after 5-6 months, you'll have done work that actually meant something.