Role Description Korn Ferry is searching for a Contract Recruiter - Construction experience (Remote, EST or CST). As a member of Korn Ferry, the Recruiter will build and extend client relationships through excellence in recruitment process delivery including sourcing, screening, assessing, and marketing candidates to clients. This role focuses on high touch candidate relationship management as well as customer focus and responsiveness in client facing activities. The Recruiter is the subject matter expert around applicant tracking systems, candidate sourcing methodologies and recruitment process effectiveness. - Create and execute multi-channel sourcing strategy to source candidates meeting client profile and/or building talent pool for current and future requirements. - Client Relationship Management - Conduct interactions with clients in a timely, professional and responsive manner. - Identify & communicate continuous improvement opportunities and strategies. - Conduct role briefing with client and set expectations for recruitment process. - Process Management & Sourcing - Follow agreed client recruitment process for recruitment delivery. - Use competency interviewing to identify and differentiate candidate in presentation and short-list process. - Candidate Relationship Management - Effectively communicate position opportunity and client value proposition. Qualifications - 3+ years of full cycle recruitment experience in the construction industry or related industries. - 3+ years of client facing experience interacting with Hiring Managers throughout the recruitment process. - 3+ years of experience conducting competency/behavioral based interviews. - 3+ years of Applicant Tracking System experience. - 3+ years of experience developing and executing sourcing methodologies to include: market mapping, recruitment strategies and Boolean searches. - High School Diploma; 4-year degree preferred.

Title: Talent Acquisition Specialist Location: Pittsburgh United States Job Description: CMS At ZOLL, we're passionate about improving patient outcomes and helping save lives. We provide innovative technologies that make a meaningful difference in people's lives. Our medical devices, software and related services are used worldwide to diagnose and treat patients suffering from serious cardiopulmonary and respiratory conditions. ZOLL Cardiac Management Solutions offers a unique portfolio of novel technologies designed to deliver better insights and better outcomes. On any given day, clinicians utilize these ZOLL products for tens of thousands of cardiac patients around the world: - LifeVest, the world's first wearable defibrillator, has been trusted to protect more than 1M patients at risk of sudden cardiac death. - HFMS (Heart Failure Management system) is a non-invasive, patch-based device that monitors pulmonary fluid levels and has been shown to reduce heart failure readmissions rates by 38 percent. - TherOx Super Saturated Oxygen (SSO2) Therapy is the first FDA-approved therapy since the stent 20+ years ago to reduce infarct size in patients with the most severe heart attacks. Heart disease is the leading cause of death for both men and women in the U.S. At ZOLL, your work will help to ensure cardiac patients get the life-saving therapy they need. ZOLL has been Pittsburgh's Manufacturer of the Year, one of Western PA's Healthiest Employers, and even one of Pittsburgh's Coolest Offices. But it's our unique opportunity to impact people's lives that makes ZOLL the ideal place to build your career. Job Summary The Talent Acquisition Specialist is responsible for qualifying, screening, and recommending candidates for open positions. The TA Specialist will identify opportunities to build applicant pools, establish trust and partnerships with candidates, identify potential "fit" through effective interviewing, and ensure a positive new hire experience. The talent assessment specialist aids in the recruiting function by coordinating interview scheduling, the employment application process, offer proposals, offer development, background screening and providing trusted customer service to the field. Essential Functions - Providing customer service to applicants by answering questions about the process and company or by assisting them with completing applications online. - Reviewing applications for compliance with company requirements such as minimum education or work experience in certain fields. - Conducting interviews with applicants to access their qualifications and suitability for positions using scripted interview questions. - Collecting and maintaining records within an applicant tracking system including contact information, assessment results, past employment history, and tracking and updating Applicant Tracking System on a "real-time" basis. - Recommending relevant candidates for interview with hiring managers. - Provide ancillary administrative support to include generating correspondence and candidate communications; maintaining departmental and business calendars; coordinating travel arrangements, meetings, and interviews; processing invoices and support as needed. - Ensuring a positive candidate experience throughout the process. - Other duties as assigned by management. Required/Preferred Education and Experience - High School Diploma required. - Bachelor's degree in business, human resources or a related discipline, OR a minimum of three years of equivalent experience in Talent Acquisition as a coordinator or specialist. - Previous experience in an HR internship, call center or customer service environment is preferred. Knowledge, Skills and Abilities - Proficiency in Microsoft Word, Excel, PowerPoint, and Outlook required. - Strong communication skills and the ability to communicate with all levels of employees. - Strong organizational skills. - Experience with Workday and LinkedIn Recruiter a plus. Physical Demands The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. - Standing - Occasionally - Walking - Occasionally - Sitting - Constantly - Talking - Occasionally - Hearing - Occasionally - Repetitive Motions - Frequently ZOLL is a fast-growing company that operates in more than 140 countries around the world. Our employees are inspired by a commitment to make a difference in patients' lives, and our culture values innovation, self-motivation and an entrepreneurial spirit. Join us in our efforts to improve outcomes for underserved patients suffering from critical cardiopulmonary conditions and help save more lives. The hourly pay rate for this position is: $22.00 to $28.00 Factors which may affect this rate include shift, geography, skills, education, experience, and other qualifications of the successful candidate. Details of ZOLL's comprehensive benefits plans can be found at www.zollbenefits.com. Applications will be accepted on an ongoing basis until this position is filled. For fully remote positions, compensation will comply with all applicable federal, state, and local wage laws, including minimum wage requirements, based on the employee's primary work location. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, disability, or status as a protected veteran. ADA: The employer will make reasonable accommodations in compliance with the Americans with Disabilities Act of 1990.

Source, identify, and screen candidates for various roles while implementing effective hiring strategies. Build strong relationships with hiring managers and ensure a positive candidate experience throughout the recruitment process.

Role Description SOVRA is growing, and the caliber of people we bring in directly shapes the product we build and the culture we keep. Right now, our recruiting function is lean and primarily reactive — we need a recruiter who can not only search for and identify aligned talent but also help us build a more intentional, structured hiring process that scales with the business. This role was created to bring discipline and partnership to the Talent function, and to make sure that as we grow, we hire with the same care and clarity we want our hiring managers to bring to their teams. If you're a Recruiter who inquires thoughtfully, runs a clean process, and treats candidates the way you'd want to be treated — we want to hear from you! What You’ll Do - Execution & Process Ownership - You run full-cycle searches end-to-end — from intake through offer — with minimal oversight and a clean, consistent process every time. - You manage a req load of 10–15 open roles, prioritizing effectively and keeping searches moving without sacrificing candidate quality. - Your intake conversations are purposeful — you leave hiring leaders with a clear, shared picture of what a great hire looks like, not just a list of desired skills. - You develop structured hiring processes — hiring managers and interview teams are equipped with interview guides including scorecards, rubrics, interview questions, and guidance on how to effectively evaluate candidates. - Sourcing & Candidate Engagement - You build diverse pipelines through direct sourcing, not just inbound applicants, and your outreach reflects genuine knowledge of the role and the company. - Candidates in your process are well-informed and well-treated — every touchpoint, including the ones that end in a no, leaves a positive impression of SOVRA. - Hiring Manager Collaboration - You keep hiring managers informed and on schedule — you're proactive with updates, honest about pipeline challenges, and clear about what you need from them to move faster. - You flag process issues when you see them and bring a suggested fix, not just the problem. - Offer Management - You lead offer conversations confidently, having set comp expectations early so the close is rarely a surprise. - You partner with HR and compensation to ensure offers are competitive and acceptance rates reflect the quality of the process. Qualifications - Full-cycle recruiting experience in a SaaS or technology company — you've owned searches end-to-end across technical and non-technical roles. 2–4 years of experience. - Solid sourcing skills — you don't wait for applicants. You know how to build a pipeline from scratch using LinkedIn, Boolean search, and outbound outreach. - Structured hiring fluency — you've built competency-based evaluations, know how to design consistent interview panels, and can coach a skeptical hiring manager without making it feel like a lecture. - Intake discipline — you ask the questions that get beneath the job description and surface what a hiring manager actually needs. - Proactive, clear communication — hiring managers and candidates always know where they stand. You close the loop, even when the answer is no. - Candidate-first mindset — you treat every candidate as a future colleague or SOVRA ambassador, and your process reflects that regardless of outcome. - Comfort with ATS and recruiting tools — you've worked in an applicant tracking system and know how to keep your pipeline organized and your data clean. - Authorization to work in the US or Canada — we're not able to sponsor work visas at this time. Nice to Have - Experience in a high-growth or scaling environment — you've recruited during a period of rapid headcount growth and know how to keep quality high when the pace is relentless. - Familiarity with public sector or govtech — you understand the profile of candidates drawn to mission-driven, public-sector-adjacent work and can speak to it authentically. - Experience building or improving recruiting infrastructure — you've helped set up or formalize an ATS, a sourcing playbook, or a structured interview program from scratch. What Success Looks Like - 90 days: You've completed intake conversations for all open roles, established a consistent process across your req load, and hiring managers describe you as organized, communicative, and proactive. - 6 months: Time-to-fill on your searches is trending in the right direction, candidates are moving through structured, well-briefed interview panels, and your offer acceptance rate reflects a process that sets expectations early. - 12 months: You're running your desk independently with minimal oversight, your hiring managers trust the process, and you've contributed at least one process improvement that made the team better. Benefits - Inclusive and equitable workplace. - Equal opportunity employer. - Work environment free from discrimination and harassment. - Commitment to ensuring pay equity across the organization.