• Administer the applicant tracking system and recruiting process, from the time the requisition is approved until the time the candidate is on-boarded. • Timely and accurate disposition of candidates is crucial. • Source candidates through various databases and LinkedIn using Boolean search techniques. • Pitch passive candidates on exciting and impactful career opportunities at CONMED. • Develop effective, creative advertising and outreach strategies to reach your target candidate audience, including diverse candidates. • Develop pipelines of qualified candidates for present and future openings. • Troubleshoot, cold call, brainstorm, problem solve as needed to fill tough positions. • Communicate persuasively in writing and over the phone to candidates, hiring managers and human resource partners. • Ensure organized, accurate and effective communication to all parties throughout the recruiting process. • Partner with hiring managers to identify essential job qualifications and talents, develop sourcing strategies, and assess candidates. • Influence and coach managers on identifying and landing the best talent for their team. • Educate and develop managers’ skills in equitable and valid hiring practices. • Ensure compliance throughout the recruiting and hiring process with all applicable policies, procedures and laws. • Assist in the interpretation and administration of company policies, procedures and guidelines. • Advise and counsel others in equitable application. • Plan, evaluate, research and recommend systematic or process improvements in the recruiting function.

• End-to-End Recruitment: Manage the full recruitment lifecycle for assigned roles, including sourcing, screening, interviewing, and presenting candidates to hiring managers. • Coordinate the interview process, scheduling, and feedback collection to ensure a smooth experience for candidates and hiring managers. • Support onboarding activities for new hires to ensure a positive start at the company. • Sourcing and Talent Pool Development: Utilise a variety of sourcing methods (e.g., LinkedIn, job boards, networking events) to identify and engage potential candidates. • Build and maintain a strong pipeline of qualified candidates for current and future hiring needs. • Partner with the Senior Talent Acquisition and Brand Specialist to implement targeted sourcing strategies. • Candidate Relationship Management: Serve as the main point of contact for candidates throughout the recruitment process, ensuring timely and professional communication. • Foster positive relationships with candidates to build a network of talent that aligns with the company’s culture and hiring needs. • Gather and provide feedback to candidates, regardless of the hiring decision, to maintain a positive employer brand. • Employer Branding Support: Assist in promoting the company’s employer brand by sharing content on social media, participating in career fairs, and attending networking events. • Ensure job postings are appealing, accurate, and reflect the company’s values and culture. • Support recruitment marketing initiatives led by the Senior Talent Acquisition and Brand Specialist. • Recruitment Metrics and Continuous Improvement: Track key recruitment metrics, such as time-to-fill and candidate satisfaction, to measure recruitment effectiveness. • Suggest process improvements to enhance the efficiency and quality of the recruitment function. • Stay updated on industry trends and best practices to bring fresh ideas to the team.

• Build and execute creative sourcing strategies to build strong, diverse tech talent pipelines • Utilize LinkedIn Recruiter to source top talent for AI Engineer and other senior technical positions, leveraging advanced Boolean search techniques • Partner closely with Talent Acquisition and hiring managers to align on role requirements and market insights • Conduct targeted outreach campaigns to engage passive candidates

• Design and execute recruitment strategies aligned with staffing needs, growth plans, and succession planning. • Monitor anesthesia labor market trends and adapt recruiting approaches accordingly. • Source CRNAs and anesthesiologists through professional networks (AANA, ASA), job boards, referrals, and social media. • Build relationships with training programs to strengthen pipelines for new graduates, residents, and fellows. • Conduct comprehensive screening to assess clinical background, licensure, site alignment, and scheduling preferences. • Present qualified candidates to stakeholders, coordinate interviews, and support selection decisions. • Maintain proactive communication with candidates, setting clear expectations on scheduling and site opportunities. • Serve as the provider’s single point of contact during credentialing, ensuring a smooth transition. • Track recruiting activity and performance metrics (time-to-fill, pipeline health, conversion rates, retention trends). • Maintain accurate candidate records in ATS/CRM systems, ensuring audit-ready documentation. • Collaborate with operations teams (credentialing, scheduling, compliance) to meet readiness-to-start timelines. • Represent VRAA at networking events and conferences to expand brand presence.