Senior Recruiter - Veteran and Military Spouses

Senior Recruiter - Veteran and Military Spouses

Company:

The Boeing Company

The Military Connected and Veterans Program organization has an exciting opportunity for a Senior Recruiter to support Boeing Defense, Space, and Security (BDS) and lead the enterprise for military spouse recruiting. This position can be based in Huntsville, AL, Jacksonville, FL or Hazelwood, MO.

This dual-focused role will design and execute recruitment strategies that increase veteran hiring across BDS and scale military spouse hiring and retention efforts across Boeing globally. The role requires deep understanding of military and military-spouse workforce dynamics, strong stakeholder influence, program management discipline, data-driven decision-making, and the ability to represent Boeing externally.
 

Position Responsibilities:

• Develop and execute a strategic, data-driven veteran recruitment plan for BDS aligned to business workforce needs and growth areas (clearance-capable roles, engineering, maintenance, program management, cyber, etc.)

• Build and maintain deep partnerships with military installations, transition assistance programs, veteran service organizations (VSOs), and ROTC/National Guard/Reserve networks to create sustainable talent pipelines

• Partner with BDS hiring managers and TA teams to translate military occupational specialties into civilian role profiles, craft inclusive job descriptions, and improve candidate assessment practices for veteran hires

• Lead veteran-focused employer branding and outreach campaigns targeted to military audiences, including social, events, and paid partnerships

• Represent BDS at veteran career fairs, hiring events, transition summits, and large-scale forums; present Boeing as an employer of choice for veterans

• Track, analyze, and report veteran recruiting metrics for BDS, and advise leaders on progress and course corrections

• Support the Veteran Experience team to ensure a smooth onboarding and transition experience for veteran hires, including onboarding, mentorship, training, and career-pathing

• Own the enterprise-wide military spouse recruiting strategy (design, governance, execution, measurement), ensuring scalability across business units and geographies

• Design and manage targeted programs and pathways (internships, rotational programs, remote/flexible roles, fellowships such as MSCAP) that increase access to employment for military spouses and convert placements to permanent roles

• Lead end-to-end execution of the Military Spouse Career Accelerator Program (MSCAP) or equivalent fellowship programs — from recruitment and onboarding through placement, development, and retention

• Partner with HR, business leaders, and Global Talent Acquisition to embed spouse-friendly policies and flexible work arrangements that improve retention

• Create onboarding and sustained career development frameworks tailored to military spouse needs (mentoring, upskilling, career coaching, licensing/credential support)

• Serve as the primary internal advisor and point of contact for military spouse hires and managers across Boeing

• Establish enterprise communications, training, and change management to increase awareness and adoption of spouse hiring best practices across recruiting and people teams

• Build and sustain relationships with military- and spouse-focused NGOs, federal/state initiatives, corporate partners, veteran service organizations, and military community leaders to amplify recruitment reach

• Design and run stakeholder forums, feedback sessions, and career development workshops for veteran and military spouse employees

• Develop marketing/communications collateral and public-facing presentations to promote Boeing’s commitment to veterans and military spouses

• Provide subject matter expertise to influence onboarding experiences and retention programs that address mobility, licensure transfer, family constraints, and career continuity for military spouses and transition-related needs for veterans

• Partner with learning and development to design role-specific upskilling, certifications, and mentorship programs to enhance career progression

• Advise veteran/mil-spouse experience team on retention drivers and implementing targeted interventions to reduce turnover among veterans and military spouses

• Define and monitor KPIs and program-level metrics (pipeline volume, time-to-fill, offer acceptance, placement-to-permanent conversion, retention at 6/12/24 months, satisfaction/engagement scores)

• Use data and feedback to iterate on recruitment funnels, candidate experi