Summit School Services LLC

• Identify and pursue new sales opportunities through cold calling, networking, and attending industry events • Build and maintain relationships with schools, sports teams, churches, tour operators, and corporate clients • Conduct on-site visits and presentations to promote charter services • Prepare and deliver customized quotes and proposals based on client needs • Negotiate contracts and pricing to maximize profitability while meeting customer expectations • Collaborate with dispatch and operations teams to ensure smooth execution of trips • Track sales activities, leads, and performance metrics using CRM software • Stay informed about industry trends, competitor offerings, and regional transportation regulations

• Full life-cycle recruiting for staff, middle, and senior level corporate positions from a variety of disciplines • Partnering with hiring managers, candidates and employees to promote positive, effective working relationships and staff open positions • Developing, implementing, and managing innovative and creative recruitment strategies for locations within North America • Providing ongoing recruitment and selection guidance to hiring managers • Developing, implementing, and managing mechanisms to ensure that recruitment activity is accurately tracked / reported as well as preparing ad hoc reports for senior management • Participating in recruitment initiatives, projects, project teams including providing input to project priorities, plans, schedules, and budgets; administering and managing contracts; supervising external consultants and monitoring progress / quality of work • Providing input into the development, implementation, and maintenance of recruiting strategies, processes, policies, and tools to attract candidates • Actively supporting and promoting continuous improvement and best practices within the recruiting function • Other duties as assigned

• Lead recruiting strategy, activity, and performance across an assigned area. • Set clear direction for where recruiters should focus based on what will drive the most meaningful near-term movement in interviews, offers, and hires. • Review and interpret daily performance data, including offer production, weekly pacing, interview activity, recruiter capacity, lead flow, applicant flow, and no-show patterns. • Continuously assess pipeline health, hiring risk, and activity levels to identify where momentum is building. • Translate performance insights into clear, practical actions that improve candidate movement and increase output. • Establish and reinforce clear expectations around follow-up, activity levels, recruiter pace, and accountability for results. • Foster a culture of ownership, adaptability, urgency, and results-driven execution across the team.