Sr. Talent Acquisition Partner, Engineering

Forming Our Future together

FormFactor, Inc. (NASDAQ: FORM), is a leading provider of essential test and measurement technologies along the full semiconductor product life cycle — from characterization, modeling, reliability, and design de-bug, to qualification and production test. Semiconductor companies rely upon FormFactor’s products and services to accelerate profitability by optimizing device performance and advancing yield knowledge. The company serves customers through its network of facilities in Asia, Europe, and North America.

Rooted in our core values — Focus on the Customer, Ownership & Accountability, Respectfully & Effectively Communicate, and Motivate & Develop People — we foster an environment where diverse perspectives are not only welcomed but celebrated. Everyone can make an impact here. Whether it's improving products, supporting customers, or positively influencing peers and the community, the contributions of our people matter.

Shift:

Job Description:

The Sr. Talent Acquisition Partner is a senior recruiting professional responsible for leading talent acquisition strategies and full-cycle recruitment for engineering, research and development, technical operations, manufacturing, and professional-level positions across FormFactor's global business.

Serving as a strategic talent advisor to business leaders, this role partners closely with engineering and functional leadership to anticipate workforce needs, develop proactive talent strategies, and deliver hiring outcomes that support critical business objectives. The Talent Acquisition Partner leverages deep expertise in semiconductor and engineering recruiting, labor market intelligence, talent mapping, and consultative influence to identify and attract specialized technical talent in highly competitive markets.

The ideal candidate brings a proven track record of recruiting highly specialized engineering talent, advising senior leaders on workforce planning decisions, developing long-term talent pipelines, and driving recruiting initiatives that improve organizational capability, candidate experience, and business results.

This role operates with a high degree of autonomy, managing highly complex searches, influencing hiring decisions, leading talent acquisition projects, and serving as a subject matter expert within the Talent Acquisition function.

Key Responsibilities:

Full-Cycle Recruiting

• Lead end-to-end recruitment for engineering, technical, manufacturing, leadership, and business-critical positions across multiple functions and geographic regions.

• Partner with hiring leaders to develop recruiting strategies aligned with organizational priorities, business growth plans, and workforce needs.

• Facilitate intake sessions, calibration discussions, interview strategy development, candidate assessments, offer negotiations, and hiring decisions.

• Independently manage highly specialized, hard-to-fill, and business-critical searches.

• Ensure hiring activities comply with employment regulations, internal policies, and recruiting best practices.

• Drive exceptional hiring manager and candidate experiences while balancing quality, speed, and business impact.

Strategic Talent Sourcing & Market Intelligence

Develop and execute advanced sourcing and talent acquisition strategies for specialized technical talent that may include RF & Signal Integrity, Optical Engineering & Silicon Photonics, Co-Packaged Optics (CPO), Thermal Characterization, Probe Card Engineering, MEMS, Electrical, Mechanical and Systems Engineering, Semiconductor Process and Test Engineering, Packaging, Reliability, Materials, Yield, Product Engineering, and Advanced Manufacturing Automation.

Additional technical domains or functional areas may be assigned based on evolving business needs.

• Conduct talent mapping, competitive intelligence, and labor market analysis to inform hiring strategies.

• Identify emerging talent trends and advise leaders on market realities, talent availability, and competitive positioning.

• Develop innovative sourcing approaches that expand access to specialized and passive talent pools.

Talent Pipeline Development & Workforce Planning

• Build and maintain strategic talent pipelines aligned with current and future workforce requirements.

• Partner with business leaders to anticipate future talent needs and identify succession or organizational capability risks.

• Develop and execute long-term pipeline strategies for critical skill sets and business priorities.

• Support workforce planning activities by providing talent market insights, external benchmarking, and recruiting recommendations.

Strategic Business Partnership

• Serve as a trusted advisor to hiring managers, directors, and senior leaders on talent acquisition strategy and hiring decisions.

• Influence hiring outcomes through consultative guidance, market expertise, and data-driven recommendations.

• Educate leaders on labor market conditions, talent competitiveness, compensation positioning, and candidate behaviors.

• Provide thought leadership regarding recruitment best practices, talent availability, organizational design considerations, and hiring process effectiveness.

Leadership & Talent Acquisition Projects

• Lead or participate in enterprise recruiting initiatives, process improvements, employer branding efforts, and workforce programs.

• Serve as a mentor and resource to Talent Acquisition team members by sharing sourcing techniques, recruiting best practices, and market intelligence.

• Contribute to the development of recruiting standards, tools, and scalable hiring processes.

Candidate Experience & Employer Brand

• Deliver a consultative, high-touch experience for candidates and hiring teams throughout the recruiting lifecycle.

• Represent FormFactor as an employer of choice through industry networking, conferences, professional associations, university partnerships, and recruiting events.

• Promote and strengthen FormFactor's employment brand within the engineering and technical talent marketplace.

Preferred Qualifications:

• Bachelor's degree or equivalent combination of education and experience.

• 8+ years of full-cycle recruiting experience, including significant experience supporting engineering or technical organizations.

• Semiconductor industry recruiting experience strongly preferred.

• Demonstrated success recruiting highly specialized engineering and technical talent.

• Experience partnering with directors, senior leaders, and executive stakeholders.

• Expertise in advanced sourcing methodologies, talent mapping, and passive candidate engagement.

• Strong labor market intelligence and workforce planning capabilities.

• Proven ability to manage multiple complex and business-critical searches simultaneously.

• Strong negotiation, influencing, and offer-closing skills.

• Excellent written, verbal, and consultative communication skills.

• Experience utilizing ATS and recruiting technologies (Workday preferred).

• Experience supporting global organizations and multi-site recruiting environments.

• Test & measurement industry recruiting experience preferred.

Location & Travel

This position is remote and may be based anywhere within Texas. Periodic travel to FormFactor locations, industry or recruiting events, and business meetings is required. Travel may be up to 10%, depending on business needs and recruiting priorities.

Farmers Branch, TX

Benefits offered for this role include medical, dental, vision, EAP, short-term and long-term disability, life insurance, flexible spending and savings accounts, 401(k), ESPP and paid time off.  

Skills:

Education & Experience:

Equal Employment Opportunity Statement

FormFactor is an equal opportunity employer. FormFactor complies with all national, state, and local laws that seek to promote equal opportunities for any applicant or employee without regard to age, race, color, gender, gender identity/expression, national origin, sexual orientation, religion, disability, marital status, pregnancy or related condition, military service, or any other legally protected characteristics. These protections apply to all aspects of employment, including but not limited to, recruitment, hiring, training, promotions, and compensation.

For roles that are designated as remote-eligible, employees cannot be located in: AL, AK, AR, DE, GA, HI, IL, IA, KY, LA, ME, MD, MS, MO, NE, NV, NJ, NM, ND, OK, PA, RI, SC, SD, TN, WV, WI, WY. This list is continuously evolving and being updated, please check back with us if the state you live in is on the exclusion list. A role is remote-eligible only when it is listed as "Remote" in the job location.