Talent Acquisition Recruiter - Career and Technical Education

The talent acquisition recruiter (CTE), under general supervision, performs intermediate-level work with limited decision-making discretion related to the recruitment and pipeline development for high-demand (CTE) pathways. This position provides supplemental support beyond standard district recruitment by targeting industry-to-classroom transitions and non-traditional licensure pathways necessitated by the unique requirements of CTE program areas. Employee performs district-level work to carry out Board of Education policies under the direction of the talent acquisition director or assigned supervisor.

Qualifications

To perform this job successfully, an individual must be able to perform each essential function satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Salary/Status

Salary NC 13/ Full-time, 12 months

Reports To

Talent Acquisition Director or Assigned Supervisor

Place of Work

The normal place of work is on the premises used by Charlotte-Mecklenburg Schools. Charlotte- Mecklenburg Schools reserves the right to require you to work at such other place(s) as it may reasonably require from time to time.

Essential Functions

• Adhere to all state, federal, and local laws, policies, and procedures
• Collaborate to design and execute targeted local, regional, and national recruiting strategies aligned to high-demand CTE program areas
• Support specialized recruitment efforts exclusively for CTE program areas requiring non-traditional licensure industry-recognized credentials, or technical expertise as identified in the district's Comprehensive Local Needs Assessment (CLNA)
• Design and execute innovative sourcing strategies specifically to attract industry professionals from the private sector (e.g., skilled trades, health sciences, IT) into the classroom, navigating the unique barriers of mid-career education transitions
• Develop and maintain strategic relationships with trade organizations, industry associations, and workforce development agencies to create a supplemental pipeline of talent that standard K-12 recruitment channels do not reach
• Develop robust pipelines of qualified CTE candidates and proactively engage prospective applicants through direct sourcing and networking
• Conduct technical screening of applicants with a focus on validating industry-recognized certifications (e.g., ASE, NCCER, CCNA) required for instructional eligibility in specific CTE pathways
• Partner with CTE Leadership and school leaders to align recruitment activities with the goals and objectives outlined in the CTE Local Application to ensure 100% of recruitment efforts support state-approved CTE programs
• Develop CTE-specific recruitment initiatives and marketing materials that highlight the "industry-to-education" transition, distinct from general district-wide teaching recruitment through presentations
• Represent the district's CTE programs at industry-specific job fairs, technical college events, and professional conferences that fall outside the scope of general educator recruitment fairs
• Maintain and track measurable applicant flow data, industry conversion metrics, and recruitment performance indicators specifically for CTE
• Assist in onboarding communication, and candidate experience management
• Develop creative branding strategies for industry professionals entering education
• Support CTE-specific talent initiatives aligned to program-specific instructional priorities as outlined in the CTE Local Application
• Perform related work as assigned or required
  
  

Knowledge, Skills, Abilities

• Knowledge of teacher licensure pathways, including alternative licensure and lateral entry requirements in North Carolina. Specifically focusing on the unique North Carolina alternative licensure pathways for industry professionals (e.g., Residency Licenses for CTE).
• Knowledge of Career & Technical Education credentialing requirements and industry certification standards
• Knowledge of workforce development systems and labor market trends related to CTE that will support the CTE Local Application
• Knowledge of employment laws and HR best practices
• Skilled in building partnerships across education, business, and community sectors
• Skilled in data analysis and interpreting CTE program-specific conversion metrics and labor market alignment data
• Skilled in verbal and written communication, including presentation delivery
• Skilled in Microsoft Office, applicant tracking systems, and database management
• Ability to develop and execute innovative sourcing strategies across talent pools
• Ability to work across a large, complex, matrixed organization
• Ability to interpret labor market data and align recruitment efforts to program needs
• Ability to manage multiple priorities in a fast-paced environment
• Ability to maintain confidentiality in all HR-related matters
• Ability to travel to industry events, colleges, district sites, and professional meetings
• Ability to work independently and collaboratively
• Ability to engage with candidates and recruiting partners
  
  

Education And Experience

• Bachelor's degree required
• Master's degree preferred
• Minimum of two (2) years' experience in the public education sector required
• Five years of successful recruiting experience for CTE, STEM, skilled trades, industry-certified roles, or specialized instructional positions preferred
• Equivalent combination of education and experience
  
  

Special Requirements

• SHRM-CP, aPHR, PHR, or other HR certifications preferred
• Possess and maintain a valid driver's license or ability to provide own transportation
• Travel to school district buildings and professional meetings