This description is a summary of our understanding of the job description. Click on 'Apply' button to find out more. Role Description The Talent Acquisition Specialist is a remote position with minimal travel requirements. - Manage the full-cycle recruiting process, from sourcing and screening to interviewing and onboarding candidates - Utilize LinkedIn and other platforms to identify, engage, and attract high-quality candidates - Collaborate with hiring managers to develop job descriptions and define candidate requirements - Create and implement recruitment strategies tailored to specific roles, with an emphasis on ethics and compliance - Maintain and update candidate information using various Applicant Tracking Systems (ATS), such as ADP and Manatal - Provide insights on recruitment metrics and suggest improvements for better candidate experience and process efficiency - Stay current with industry trends, particularly in corporate and ethics-related recruitment - Other duties as prescribed Qualifications - High School diploma or equivalent, such as the GED, from an accredited educational institution - 2+ years of experience in recruiting, with a focus on technical roles - Other relevant experience may be considered - Proficiency in HRIS and ATS platforms - Excellent communication and interpersonal skills - Proven ability to manage multiple job requisitions and meet tight deadlines - Demonstrated learning agility - Proven ability to take initiative with a focus on continuous improvement - Ability to travel for training or recruiting events <10% Requirements - Bachelor's degree in human resources, business administration, or other relevant field from an accredited four-year college or university (preferred) - SHRM-CP, PHR, or other HR or Talent Acquisition certifications (preferred) - Experience in the telecommunications industry, particularly recruiting or I&R (preferred) - Strong headhunting skills with extensive experience using professional networking tools (preferred) - Experience with ADP and Manatal (preferred) - Bilingual in English and Spanish or Russian (preferred) Benefits - Competitive base pay - Comprehensive health, dental, and vision package - 401(k) - Ongoing training and development - Opportunities for career growth and advancement - A dynamic and supportive work environment Company Description CS Contract Solutions, LLC. is a leading telecommunications vendor in the United States. One of our specialties is long-term, project-based staffing solutions. - Our network spans 24 states, employing over 350 technicians, engineers, and construction specialists for both outside and inside plant projects. - Our team works diligently to uphold our standard of excellence.

About Karbon Karbon is the global leader in AI-powered practice management software for accounting firms. We provide an award-winning cloud platform that helps tens of thousands of accounting professionals work more efficiently and collaboratively every day. With customers in 40 countries, we have grown into a globally distributed team across the US, Australia, New Zealand, Canada, the United Kingdom, and the Philippines. We are well-funded, ranked #1 on G2, growing rapidly, and have a people-first culture that is recognized with Great Place To Work® certification and on Fortune magazine's Best Small Workplaces™ List. We are seeking a player-coach style Director of Talent Acquisition to own and elevate our global recruitment function. This is an owner-operator role: you will lead by example, personally closing roles, while managing a small team of recruiters and overseeing operational excellence across all open roles. Reporting to the VP of People, you will continuously refine how recruitment operates at Karbon - from candidate experience to process optimization, reporting, and AI integration. At the core, this role needs someone who: - is obsessed with data and making recruitment more scientific - a stickler for attention to detail - a true talent partner not an order taker - thinks AI-first and constantly look for ways to use AI to improve efficiency and delivery. About the Role: Recruiting Operations, Performance & Forecast Ownership - Lead and scale the recruiting function with a sales-operator mindset, setting clear monthly and quarterly hiring targets aligned to headcount plans and business priorities. - Manage recruiting performance like a revenue organization, using ramp expectations, activity targets, and pipeline coverage ratios to drive predictable hiring outcomes. - Establish and maintain data-driven management systems that monitor pipeline health, diagnose breakdowns, and trigger tactical interventions to improve velocity, conversion, and quality. - Own and continuously refine recruitment forecasting, translating workforce plans into executable hiring models and regularly validating forecast accuracy against real-time pipeline data. - Partner closely with People, Finance, and business leaders to proactively identify hiring risk, capacity constraints, and market signals—adjusting plans before targets are missed. Player-Coach Leadership, Accountability & Talent Bar - Lead as a player-coach, personally closing roles while scaling recruiter output through clear expectations, structured coaching, and real-time inspection. - Set and uphold a high talent bar, balancing accountability with development and investing deeply in recruiter growth and performance. - Create a culture of ownership, urgency, and continuous improvement, where recruiters understand their numbers and are accountable to outcomes—not just effort. - Implement consistent coaching cadences, pipeline reviews, and performance feedback loops to drive sustained improvement at both the individual and team level. Cross-Functional Partnership & Executive Visibility - Partner cross-functionally with functional leaders to define hiring priorities, align on profiles, and execute against hiring targets with discipline and transparency. - Drive executive-level visibility into recruiting performance, presenting regularly on hiring progress, forecast accuracy, risks, and recommendations. - Act as a trusted advisor to leadership, using data to influence decisions on timing, scope, and sequencing of hiring. KPIs & Success Metrics You Own - Own and report on key recruiting KPIs, including: - Hires per month / quarter - Time-to-fill and time-to-start - Recruiter productivity and capacity - Pipeline coverage and conversion rates - Offer acceptance rate - Quality and durability of hire - Use these metrics to continuously tune the recruiting engine and improve predictability, efficiency, and outcomes. Innovation & AI Integration - Think AI-first, leading in the experimentation and use of AI tools to improve every aspect of our talent process. - Drive special projects to mature the recruitment function (e.g., new assessments, hiring manager enablement, employer branding). - Keep our partners accountable to provide us the best service by holding regular meetings with the vendors we use for our talent processes i.e. Greenhouse, Xref etc. About You: - A hands-on recruiting expert who leads by doing and consistently delivers high-quality hires. - A structured operator who can manage a hiring dashboard, enforce standards, and elevate recruiter performance. - A coach at heart who gives direct feedback, holds high standards, and grows people through clarity and support. - A curious problem-solver who uses data and experimentation to drive better hiring outcomes. What You Bring: - 5+ years in talent acquisition, with at least 1–2 years in a managerial or team lead role. - Ability to lead, motivate, and coach a small team to success, getting in and getting things done yourself if needed. - Demonstrated excellence as a full-cycle recruiter in SaaS. - Proven ability to drive recruiting systems (ideally Greenhouse) and produce meaningful, accurate reports and actions as a result. - AI-first mindset, experimenting and implementing AI-driven models to create efficiency. - Experience building scalable, high-integrity recruiting processes in a fast-paced environment. - Strong ability to influence stakeholders and build hiring capability across the business. - Deep commitment to inclusive hiring and a growth mindset. Why Work at Karbon? - Gain global experience across Australia, New Zealand, UK, and Canada - Strong benefits package including: - Flexible Time Off with an encouraged 4 weeks use per year - Company paid medical for you and eligible spouse/partner and dependents - Paid dental and vision and eligible spouse/partner and dependents - 401(k) with company matching - Flexible Spending Account - Up to 8 weeks paid parental leave - Work-from-home stipend - Work with (and learn from) an experienced, high-performing team - A collaborative, team-oriented culture that embraces diversity, invests in development and provides consistent feedback - Be part of a fast-growing company that firmly believes in promoting high performers from within - OTE for this role is $180,000 Karbon embraces diversity and inclusion, aligning with our values as a business. Research has shown that women and underrepresented groups are less likely to apply to jobs unless they meet every single criteria. If you've made it this far in the job description but your past experience doesn't perfectly align, we do encourage you to still apply. You could still be the right person for the role! We recruit and reward people based on capability and performance. We don’t discriminate based on race, gender, sexual orientation, gender identity or expression, lifestyle, age, educational background, national origin, religion, physical or cognitive ability, and other diversity dimensions that may hinder inclusion in the organization. Generally, if you are a good person, we want to talk to you. 😛 If there are any adjustments or accommodations that we can make to assist you during the recruitment process, and your journey at Karbon, contact us at people.support@karbonhq.com for a confidential discussion. At this time, we request that agency referrals are not submitted for this position. We appreciate your understanding and encourage direct applications from interested candidates. Thank you!

This description is a summary of our understanding of the job description. Click on 'Apply' button to find out more. Role Description This role involves owning hiring delivery across both licensed clinical providers and corporate roles. Responsibilities include: - Delivering against hiring targets - Building predictable pipelines - Strengthening recruiting operations - Operating comfortably with executive-level visibility The role will begin as a contract engagement (3–6 months) with the intention to convert to a full-time leadership position based on impact and performance. What You’ll Do - Own Hiring Outcomes - Source and close high-priority and critical-to-fill roles - Own end-to-end recruiting for licensed clinical roles (therapists, supervisors, PMHNPs, and psychiatrists) across multiple states - Recruit corporate and operational roles (Growth, Operations, Finance, Product, Engineering, Clinical Ops) - Align hiring strategy with clinical capacity and growth plans - Build and manage healthy pipelines with clear forecasting - Strengthen Recruiting Operations - Maintain strong ATS hygiene - Track and report on hiring metrics including time-to-fill, conversion rates, and pipeline coverage - Identify hiring risks early and implement corrective strategies - Work closely with Clinical Operations, Finance, and People leadership - Communicate progress and risks clearly and proactively - Operate with urgency and accountability in a high-visibility environment What Success Looks Like - Hiring targets are met consistently across clinical and corporate roles - Pipeline coverage ratios are strong and predictable - Recruiting data is accurate, timely, and actionable - Hiring volatility is reduced and risks are surfaced early Qualifications - A minimum of 5 years of recruiting experience with significant experience recruiting behavioral health or healthcare roles across multiple states - Experience recruiting corporate roles in growth-stage organizations - Strong data fluency and comfort using recruiting metrics to drive decisions - ATS candidate management & reporting experience (Greenhouse highly preferred) - Experience in fast-growth or scaling environments - Experience operating independently and with executive visibility Why Join Backpack? - Your work directly expands access to behavioral health care - Recruiting is considered a business-critical function - Opportunity to convert into a long-term leadership role

• Own interview scheduling & coordination • Schedule and reschedule interviews across multiple stakeholders and time zones • Coordinate interview panels, kickoff meetings, and debrief sessions • Manage last-minute changes with speed and professionalism • Ensure candidates receive clear, timely communication • Manage pipeline operations in Ashby • Move candidates through stages in the ATS • Maintain clean, accurate pipeline data • Send rejection emails promptly and professionally • Ensure scorecards and feedback are submitted on time • Keep hiring managers accountable to process timelines • Open and manage job pipelines • Create new job pipelines in Ashby • Build structured interview plans and stages • Maintain consistency in process setup across roles • Support hiring managers with basic process questions • Draft and issue offer letters (using approved templates) • Coordinate offer approvals and documentation • Track signed offers and ensure proper filing • Draft contractor agreements (as applicable) • File onboarding tickets and ensure smooth handoff to People Ops • Coordinate start dates and pre-start communication • Ensure new hires receive clear communication prior to start • Track onboarding task completion • Schedule kickoff meetings and 30/60/90-day check-ins • Perform hiring satisfaction calls/surveys with hiring managers to assess the level of satisfaction in all hires made. • Maintain accurate records of new hires and start dates • As you demonstrate strong judgment and process ownership, this role may grow to include: • Resume pre-screening for entry-level roles • Conducting initial screening calls • Partnering with hiring managers on early-stage candidate evaluation