Technical Recruiter

Hyliion is committed to creating innovative solutions that enable clean, flexible and affordable electricity production. The Company’s primary focus is to develop distributed power generators that can operate on various fuel sources to future-proof against an ever-changing energy economy. Job Purpose The Technical Recruiter is responsible for executing a structured, compliant, and data-driven full-cycle recruitment process to attract, assess, and hire top engineering, technical, manufacturing, and office/corporate talent in support of the company's strategic and operational goals. This role partners closely with HR leadership and engineering, operations, and manufacturing hiring managers to understand technical workforce needs, build targeted sourcing strategies for hard-to-fill roles, and deliver a positive, engaging candidate experience from initial contact through start date. The Technical Recruiter also plays a key role in positioning Hyliion as an employer of choice for engineers and technical professionals, continuously improving hiring outcomes to support the development and scale-up of the KARNO technology. Duties and Responsibilities • Partner with engineering, operations, and manufacturing hiring managers to understand technical requirements, team structure, and evolving business needs, and translate them into effective hiring plans and job descriptions. • Own full-cycle technical recruiting across disciplines such as mechanical, electrical, systems and controls, software/firmware, test, manufacturing, quality, and supply chain, managing multiple priority searches at once. • Develop a working understanding of the company's technology, products, and engineering disciplines in order to credibly engage technical candidates and accurately assess fit. • Proactively source passive and active candidates using LinkedIn Recruiter, Greenhouse, Boolean and X-ray search, technical communities, professional associations, referrals, and creative outreach strategies. • Build and maintain talent pipelines for critical and recurring technical and manufacturing roles, including niche and hard-to-fill skill sets. • Conduct phone screens, video interviews, and in-person interviews to evaluate technical background, hands-on experience, culture add, and role fit, including experience in fast-paced, startup, or hardware development environments. • Design and coordinate structured interview processes with hiring teams, including technical interviews, panel interviews, and skills assessments, and calibrate interviewers on evaluation criteria. • Act as the primary point of contact for candidates throughout the recruitment process, ensuring clear, timely, and professional communication. • Collaborate with the HR team on offer development, compensation benchmarking, and hiring approvals; help close candidates in a competitive market. • Maintain accurate and OFCCP compliant records within the applicant tracking system (ATS). • Track, analyze, and report recruiting metrics such as time to hire, time to fill, source of hire, offer acceptance rate, and pipeline health; identify opportunities for continuous improvement. • Ensure recruiting activities comply with employment laws, internal policies, OFCCP requirements, and export control (ITAR/EAR) screening requirements where applicable. • Protect and promote the organization's employer brand with technical audiences across external platforms such as LinkedIn, Glassdoor, and job postings in a professional manner. • Build and maintain relationships with universities, engineering programs and societies, trade and technical schools, and external recruitment partners; organize and participate in career fairs, campus recruiting, and intern programs. • Adapt quickly to changing priorities and