Aviation Talent Acquisition Partner

Position Summary
The Talent Acquisition Partner owns full-cycle recruiting for assigned positions, with primary responsibility for aviation crew and other specialized roles. The TA Partner collaborates with leaders and hiring teams to identify hiring needs and best-fit qualifications for open roles managing requisitions from open to close. The TA Partner evaluates candidates against job-related criteria, facilitates hiring decisions among the hiring team, and manages candidates from application to offer. As a Jet Linx representative, the Talent Acquisition Partner builds trust with candidates and internal partners, communicates clearly throughout the hiring experience, and demonstrates Jet Linx core values and "Supply the High" in every interaction.
What You’ll Do
Own assigned full-cycle requisitions from intake through closeout, including role clarification, candidate evaluation, interview coordination, approvals, offer negotiation, and transition activities.
Conduct structured Talent Acquisition screens and assess candidates against job-related criteria, including motivation, service mindset, judgment, technical qualifications, location, compensation expectations, training background, availability, and other role requirements.
For aviation crew roles, review flight qualifications, PRD requirements, experience, location, training history, and other established minimum qualifications.
Coordinate technical interviews, owner interviews, base approvals, and other selection steps; collect timely, factual feedback and facilitate clear next-step decisions.
Partner with Capacity, Training, Crew Records, and operational leaders to coordinate training availability, transition timing, backfill needs, compensation considerations, and other impacts associated with crew hiring.
Engage qualified active and passive candidates through appropriate channels, coordinating with Talent Sourcing Partners and external recruiting resources when additional sourcing support is needed.
Maintain clear, consistent communication with hiring teams, candidates, and internal applicants; provide timely status updates and recurring updates on open positions and internal-move activity.
Provide hiring managers with market feedback, candidate availability insights, and recruiting recommendations; provide compensation feedback for assigned offers or aircraft proposals as needed.
Administer, maintain, and fully use Jobvite, the applicant tracking system, Teams, and other recruiting tools; document factual, job-related information and maintain accurate workflow status.
Meet outlined recruiting, process, service, and internal-mobility metrics and expectations associated with participation in the incentive program.
Maintain regular and predictable attendance.
Demonstrate Jet Linx core values and “Supply the High” in all interactions.
Perform other duties as assigned.
Who You Work With & What Success Looks Like
The Talent Acquisition Partner is part of the Talent Acquisition team within the Human Resources department and reports to the Manager, Talent Acquisition.
Building trusted, productive relationships with Talent Acquisition teammates, hiring managers, Regional VPs, Chief Pilots, and other hiring partners to align on priorities, role requirements, feedback, and decisions.
Managing assigned openings with clear ownership, organized requisition management, timely follow-through, and proactive communication on candidate status, hiring needs, risks, and next steps.
Meeting established hiring goals, including Time to Hire, requisition volume, and service-level expectations, while using Jobvite and related systems effectively.
Applying consistent, structured, job-related screening and selection practices; documenting factual evidence; and advancing qualified candidates through an efficient, compliant hiring process.
Building and maintaining qualified pipelines through partnership with Talent Sourcing and external talent communities, including professional organizations, colleges and universities, community organizations, and online resources.
Partnering with Capacity, Training, Crew Records, and other operational teams to align hiring activity with training availability, transition timing, backfill needs, and crew-movement impacts.
Demonstrate core values and "Supply the High" culture standards while complying with applicable hiring and employment requirements.
Your First 90 Days
Learn the recruiting workflow, Jobvite, role requirements, aviation screening criteria, and service expectations for candidates and hiring teams.
Build relationships with business leaders, chief pilots, hiring managers, Capacity, Training, and other partners to understand hiring priorities and decision processes.
Demonstrate the ability to conduct effective screens, coordinate selection steps, provide useful status updates, and identify issues requiring escalation.
Become familiar with Jet Linx employment brand, core values, aviation talent communities, crew-training considerations, internal-move processes, and established recruiting metrics.
Manage assigned recruiting activity with growing independence, clear communication, accurate documentation, and consistent follow-through.
What You Bring
Excellent verbal, written, and interpersonal communication skills to work effectively with all levels of the company, candidates, and internal applicants.
Ability to conduct structured, job-related interviews and apply consistent judgment when evaluating qualifications, motivation, service mindset, and fit for the role.
Ability to build trust, influence decisions, resolve recruiting issues, and maintain effective relationships across Talent, Operations, and hiring teams.
Strong attention to detail, organization, time management, and ability to manage multiple requisitions, candidates, and deadlines with minimal supervision.
Ability to coordinate complex hiring decisions involving multiple stakeholders, approvals, timing, backfill, compensation, and training impacts.
Ability to handle sensitive information confidentially
Familiarity with hiring and recruiting laws, regulations, and best practices, including federal and state employment laws.
Proficiency in Microsoft Office Suite and ability to quickly learn Jobvite, applicant-tracking software, Teams, and other recruiting systems.