Position: Talent Acquisition Specialist Location: US East Coast, Remote Work Authorization: Must be eligible to work in the United States About the Position BlueVoyant is seeking a Talent Acquisition Specialist to support recruitment across our U.S.-based teams. In this role, you will manage full-cycle recruitment, collaborate closely with hiring managers, and ensure accurate, compliant data practices within our Applicant Tracking System (ATS). You will be responsible for sourcing, screening, interview coordination, candidate communication, offer support, reporting, and data quality. You will uphold all hiring policy requirements—including NDAs, Candidate Privacy Notice compliance, and ATS data integrity—while delivering an excellent candidate and stakeholder experience. This role is critical to supporting the successful hiring of talent across BlueVoyant’s U.S. operations. About You You are an organized and proactive Talent Acquisition Specialist who thrives in fast-paced, high-growth environments. You take pride in delivering a high-quality recruitment experience, managing multiple priorities simultaneously, and supporting hiring managers with structured, process-driven execution. You are detail-oriented, communicative, and adaptable as business needs shift. You enjoy sourcing and engaging top talent, ensuring a smooth candidate journey, and keeping recruitment operations running efficiently and compliantly. You work well with both technical and non-technical teams and are motivated by building high-performing teams that advance BlueVoyant’s mission. Responsibilities - Full-Cycle Recruitment - Manage up to 40–45 requisitions across U.S. business areas, potentially including MDR. - Own the recruitment process from job posting through offer support, including sourcing, screening, scheduling, and candidate communication. - Compliance Management - Ensure completion of NDAs and compliance with the Candidate Privacy Notice. - Maintain accurate, compliant data within the ATS and adhere to all hiring policies and procedures. - ATS Administration - Use the ATS to manage pipelines, update candidate status, and ensure timely communication. - Track hiring metrics and produce reports for TA leadership and hiring managers.​​​​​​​ - Candidate Sourcing & Screening - Source and engage talent using a variety of recruitment methods. - Conduct structured TA screens to assess qualifications, culture alignment, and role fit. - Prioritize candidates with experience in cybersecurity, technology, or startup environments where applicable.​​​​​​​ - Stakeholder Collaboration - Partner with hiring managers to understand role requirements and support the end-to-end hiring process. - Provide regular updates on pipelines, candidate progress, and talent market insights.​​​​​​​ - Interview Coordination & Closing Support - Schedule interviews across multiple stakeholders and time zones. - Support offer delivery and ensure candidates receive a smooth, informed, and positive experience.​​​​​​​ - Reporting & Insights - Track and analyze recruitment metrics to support continuous improvement. - Share insights to enhance hiring processes, candidate experience, and overall efficiency. Qualifications - 3+ years of full‑cycle recruitment experience—preferably in cybersecurity, technology, or similarly competitive markets. - Experience using ATS platforms and recruitment tools, with strong data accuracy practices. - Proven ability to manage high requisition volumes in fast-paced or scaling environments. - Strong communication skills with excellent attention to detail. - Demonstrated ability to source and engage passive candidates. - Strong organizational and time‑management skills, with the ability to prioritize effectively. Preferred Qualifications - Experience working in cybersecurity, SaaS, or startup environments. - Experience supporting recruitment for technical teams such as MDR, engineering, or security operations. - Familiarity with recruitment metrics, reporting, and data-driven hiring practices. - Experience supporting candidates through offer communication and close stages. - Knowledge of employer branding, sourcing strategy, or talent intelligence. About BlueVoyant At BlueVoyant, we recognize that effective cyber security requires active prevention and defense across both your organization and supply chain. Our proprietary data, analytics, and technology, coupled with deep expertise, works as a force multiplier to secure your full ecosystem. Accuracy! Actionability! Timeliness! Scalability! Led by CEO, Jim Rosenthal, BlueVoyant’s highly skilled team includes former government cyber officials with extensive frontline experience in responding to advanced cyber threats on behalf of the National Security Agency, Federal Bureau of Investigation, Unit 8200, and GCHQ, together with private sector experts. BlueVoyant services utilize large real-time datasets with industry leading analytics and technologies. Founded in 2017 by Fortune 500 executives, including Executive Chairman, Tom Glocer, and former Government cyber officials, BlueVoyant is headquartered in New York City and has offices in Maryland, Tel Aviv, San Francisco, London, Budapest, and Latin America. All employees must be authorized to work in the United States. BlueVoyant provides equal employment opportunities to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability or genetics. In addition to federal law requirements, BlueVoyant complies with applicable state and local laws governing non-discrimination in employment in every location in which the company has facilities. Disclaimer: Please note that pursuant to contractual requirements and applicable law, in order for employees to perform work on some of the company’s federal contracts, U.S. citizenship is required. Accordingly, an employee’s ability to perform work on such contracts is contingent upon the company’s verification of the employee’s citizenship status. Furthermore, individuals may be subject to additional background checks and fingerprinting.BlueVoyant Candidate Privacy Notice To understand how we secure and manage your personal data upon submitting a job application, please see our Candidate Privacy Notice, which can be found here - Candidate Privacy Notice

• Drive the daily tactical execution of provider recruiting by coordinating across multiple business units to ensure the team hits specific development goals, cost targets, and adequacy metrics. • Supervise the creation and distribution of marketing and communication content, ensuring all team messaging is high-quality and accurately reflects our value proposition to prospective providers. • Act as the direct supervisor for network recruiting analysts and associates, providing daily guidance, performance coaching, and technical mentorship to ensure high productivity. • Monitor the team's adherence to recruitment policies and outreach workflows, identifying bottlenecks and ensuring every member follows optimized processes for maximum efficiency. • Oversee the daily collection of recruitment data and adequacy metrics, preparing regular performance reports for leadership that highlight team wins and areas for improvement. • Ensure the team provides prompt, accurate, and professional responses to all provider inquiries regarding contracting and participation, serving as the first point of escalation for complex issues. • Facilitate the development of strong, long-term provider relationships within the team, personally managing high-value accounts to ensure network stability and team success. • Compliance with all applicable laws and regulations)

• Proactively identify candidates through sophisticated sourcing techniques • Sourcing for hard-to-fill positions • Develop proactive recruitment marketing activities • Design and implement proactive sourcing services for various roles • Build and manage process to qualify candidates • Drive operational excellence and compliance in sourcing strategy • Identify potential strategic talent and introduce them to the business

• Collaborating closely with recruiters and hiring managers to understand the unique job requirements and effectively align sourcing efforts with the organization’s goals. • Reviewing and posting attractive job adverts on specialized job boards to boost the interest from target candidates. • Reviewing and processing applications on all platforms in a timely manner. • Utilizing various sourcing methods such as online platforms, social media, and networking to identify and connect with potential candidates who possess the specific skills and qualifications required for niche positions. • Implementing traditional, creative, and targeted candidate attraction strategies, such as mobile and email campaigns, cold calling, utilization of recruitment marketing, etc. to cultivate and grow talent communities​ for current and future hiring needs, ensuring a steady and engaged pipeline of specialized talent is always available. • Engaging with potential candidates through personalized outreach, networking events, and communication channels to establish rapport and interest in job opportunities. • Conducting and presenting thorough and regular market research to understand industry trends, salary benchmarks, and talent availability, which helps in planning effective sourcing and hiring strategies. • Pre-screening candidates to assess their qualifications, experience, and cultural fit before presenting them to the hiring team. • Sharing market and candidate insights to business hiring groups, while consulting them on sourcing and hiring strategies. • Actively promoting the employer brand to potential candidates, highlighting the company’s strengths in the specific industry, and opportunities for career growth. • Ensuring accurate and up-to-date records of candidate interactions and sourcing activities, using applicant tracking systems (ATS) and other available tools. • Staying updated with industry best practices, sourcing tools and techniques to continually improve the effectiveness of talent sourcing strategies. • Fostering diversity and inclusion by sourcing candidates from diverse backgrounds and underrepresented groups, contributing to a more inclusive workforce. • Identifying areas for process improvement within the talent sourcing function and suggesting innovative ways to enhance recruitment efficiency.