Aerospace & MRO Recruiting · United States
MetisHire is an independent recruiting consultancy for U.S. aerospace manufacturers, Part 145 repair stations, and MRO operations — placing A&P mechanics, avionics and NDT technicians, CNC machinists, quality inspectors, and manufacturing engineers.
Every search is led by Manahil Tahir, MetisHire’s founder, from the first call to the start date — with dedicated sourcing and coordination support behind her. One point of accountability. No account managers. No handoffs. No retainers.
21
Days — the target from intake to shortlist-to-offer on a typical technical search.
Engagement
No retainer, no upfront fee. The employer pays; candidates are never charged.
Screening
A&P and NDT credentials, ITAR work-authorization, badging readiness.
Assurance
One qualified replacement at no additional recruitment fee.
Core Engagement · Direct Placement
Direct placement is the core of the work: a permanent hire, sourced, screened, and shepherded through interview and offer by the same person who took the intake call. Nothing is handed to a coordinator, and nothing is presented that hasn’t been spoken to first.
That matters more in aerospace than in most markets. The difference between an A&P with heavy-check experience and one who has only worked line maintenance doesn’t show up on a resume keyword — it shows up in the conversation.
Who You Work With
Manahil Tahir
Founder & Principal Recruiting Consultant
Manahil founded MetisHire as an independent recruiting consultancy for U.S. employers, and is the consultant on every engagement — taking the intake call, running the search, presenting the shortlist, and staying on it through the start date.
Her recruiting experience spans aerospace, engineering, skilled trades, IT, and healthcare, with full-cycle work across sourcing, technical screening, interview coordination, and recruiting process improvement. MetisHire’s focus is now aerospace manufacturing and MRO, where certificates, work authorization, and hands-on scope decide who is genuinely qualified.
How An Engagement Is Staffed
Roles Placed
Technical and skilled roles across maintenance, production, and quality — the positions where a certificate, a clearance, or a specific hands-on scope decides who is actually qualified.
Maintenance & Repair
Manufacturing & Production
Quality, Planning & Support
Sectors Served
Recruitment tailored to each operation’s regulatory environment, shift structure, and workforce needs.
Airframe, engine, component, and accessory shops — heavy check, overhaul, and turn-time-driven repair.
Airframe and engine OEMs and their Tier 1–3 suppliers, from machined detail to major assembly.
Airlines, regionals, cargo, charter, and corporate flight departments running their own maintenance.
Programs with clearance, US-person, and ITAR-controlled staffing requirements.
Bonded and composite structures, layup, autoclave, and large-assembly build environments.
Parts distribution, rotables, teardown, leasing, and AOG support operations.
Screening
Aerospace hiring fails in specific, predictable ways: a lapsed certificate, a work-authorization problem on a controlled program, a candidate who cannot pass badging. Those questions get asked before a shortlist is sent — not at week three.
Certificate and license reviewA&P and IA certificates, NDT Level II/III method certifications, welding and process qualifications — reviewed as stated and documented by the candidate, and put in front of you with the shortlist.
Work authorization, to your stated requirementCandidates are pre-screened against the citizenship, visa, or clearance requirement you specify for the role. Export-control classification and ITAR/EAR determinations stay with your compliance team.
Badging and history flags, surfaced earlyAirport SIDA badging and ten-year employment history raised in screening so surprises come up before an offer. The formal background check remains yours to run.
Safety-sensitive program eligibilityCandidates for safety-sensitive positions are asked about DOT/FAA program requirements before interview. The testing itself sits with your program.
Hands-on scope validationWhat aircraft, what engines, what materials, what tolerances, what inspection stage — matched against the work actually waiting for them.
Shift, travel, and relocation fitRotating shifts, road-warrior AOG work, and relocation confirmed with the candidate before the first interview is booked.
MetisHire sources, screens, and recommends — you make every hiring decision. Formal background checks, drug testing, export-control classification, and clearance verification remain with your own compliance and HR teams.
Where Recruiting Breaks Down
Aerospace openings stall for structural reasons: a pay band that lost to the shop down the road, a job description written for a title instead of a work scope, a screening step that surfaces the certificate problem three weeks too late, or a process slow enough that a licensed technician takes another offer first. MetisHire identifies the gap that is actually holding the requisition open — sourcing, screening, communication, or process — and addresses it, rather than simply increasing outreach volume.
Placement Assurance
If a candidate voluntarily leaves the role or is terminated for performance or conduct-related reasons within 30 days of their start date, MetisHire will conduct a replacement search and provide one qualified replacement candidate at no additional recruitment fee, subject to the agreed terms of engagement.
Get In Touch
Whether it is one open A&P seat, a quality department to rebuild, or a line ramp that starts next quarter — the first conversation is about the work scope, not a rate card.
Discuss your hiring needs directly with Manahil Tahir, founder and principal consultant.
