• Partner with senior leaders across the Spa and Corporate enterprise to align talent acquisition strategy with business and growth objectives. • Translate workforce plans into actionable hiring strategies across regions and functions. • Act as a trusted advisor to leadership on talent market dynamics, hiring risks, and capability needs. • In partnership with the HR leader, design and deploy a recruitment operating model, including governance, service delivery, and regional execution. • Build standardized end-to-end recruitment processes (intake, sourcing, selection, offers and onboarding handoff). • Establish consistent hiring standards, interview frameworks, and candidate experience guidelines. • Define and manage vendor strategy and relationships. • Build, lead, and develop a global or regionally distributed TA team (internal recruiters and partners). • Establish clear roles, performance expectations, and development plans for TA resources. • Coach recruiters and hiring managers on best-in-class recruiting practices and market insights. • Ensure recruiting practices comply with local labor laws and employment regulations. • Establish clear hiring governance, approval workflows, and documentation standards. • Continuously refine processes to improve speed, quality, and scalability. • Partner with HR on the selection, implementation, and optimization of recruitment technology (ATS, CRM, assessment tools). • Ensure integration of recruiting systems with HRIS and onboarding platforms. • Build robust reporting and dashboards to track hiring metrics, pipeline health, diversity, time-to-fill, and cost-to-hire. • Use data and insights to continuously improve recruiting effectiveness and efficiency. • Partner with Marketing and stakeholders to strengthen the employer brand across all markets. • Design and deploy consistent candidate experience standards aligned with company values. • Improve offer acceptance, hiring manager satisfaction, and quality of hire.

• Lead full-cycle recruiting for Business and G&A roles, partnering closely with senior leaders to define hiring needs, build pipelines, and close high-impact talent across multiple functions. • Own searches across areas such as Sales, Customer Success, Finance, People, and Business Operations, with the ability to flex across roles and seniority levels. • Build trusted partnerships with hiring managers to scope roles, define success criteria, and align on hiring bar, interview process, and decision-making. • Serve as a thought partner to business leaders, providing market insights, compensation guidance, and recommendations on role design and leveling. • Champion a world-class candidate experience, ensuring every interaction reflects Render’s values of empathy, clarity, and respect. • Iterate on recruiting processes, interview frameworks, and documentation that scale as Render grows. • Build diverse candidate pipelines and partner on inclusive hiring strategies across G&A functions. • Collaborate cross-functionally with People, Marketing, and Brand to strengthen Render’s employer brand and hiring identity.

• Own end-to-end recruiting across assigned functions, including sourcing, screening, interviewing, offer management, and close. • Partner closely with executives and hiring managers to define hiring needs, align on role scope, and set realistic timelines. • Act as an advisor by sharing insights on market conditions, candidate availability, pipeline health, and projected time-to-fill. • Build and maintain strong candidate pipelines through applications, referrals, outbound sourcing, and talent communities. • Develop and execute hiring strategies using custom tools, processes, and data to support business growth. • Utilize and optimize recruiting systems and workflows to improve efficiency, visibility, and outcomes. • Partner with hiring stakeholders to anticipate future talent needs and support long-term workforce planning. • Maintain strong business acumen across Hello Heart’s products and services to craft compelling hiring narratives that attract high-quality candidates

• Own and optimize all recruiting systems, tools, and workflows (e.g., ATS, CRM, scheduling platforms) • Design, implement, and continuously improve talent acquisition processes across the full recruiting lifecycle • Build and maintain reporting dashboards and metrics to track team performance, hiring progress, and funnel conversion • Collaborate closely with People Operations, HRIS, IT, Finance, and Legal to ensure integration and compliance • Lead and execute TA operations projects (e.g., systems migrations, vendor evaluations) • Manage relationships with recruiting technology vendors and tools, including contract negotiation • Ensure all recruiting practices are compliant with local, national, and international employment laws • Act as a strategic advisor and resource for recruiters and hiring managers