• Manage full-cycle recruitment, with an emphasis on hiring non-clinical and high-volume roles. • Partner closely with hiring managers and leaders to align on hiring needs, timelines, and strategies. • Build and maintain strong pipelines of qualified candidates through sourcing methods such as job boards, referrals, social media, networking, and direct outreach. • Provide clear, timely, and consistent communication to candidates and stakeholders, ensuring a seamless experience. • Leverage data and market insights to inform hiring decisions and optimize recruitment strategies. • Maintain accurate and compliant candidate records in ATS/CRM systems. • Contribute to process improvements that enhance scalability, efficiency, and candidate engagement. • For more senior hires: take the lead on complex searches, influence decision-making at the leadership level, and mentor fellow team members.

• Proactively identify and engage senior-level engineers and researchers across a wide range of AI/ML and systems domains. • Use advanced sourcing methods across LinkedIn and GitHub engineering communities, open-source projects, conferences, and expert networks. • Build and maintain long-term pipelines of senior engineers for current and future strategic roles. • Provide hiring teams with regular funnel analytics, insights, and forecasts. • Craft tailored communication for senior and niche candidates. • Build trust, communicate value, and represent Nebius’s mission, technical challenges, and engineering culture. • Conduct initial calls to evaluate technical depth, hands-on experience with modern AI and systems technologies, and overall fit. • Work directly with engineering and research managers to understand role requirements in detail and shape effective hiring strategies. • Monitor global trends in LLM research, AI infrastructure, inference efficiency, model deployment, and GPU availability.

• Partner with senior leaders to understand role requirements, develop Ideal Candidate Profiles (IDPs), and align sourcing strategies to business needs. • Lead full-cycle recruitment for leadership positions, managing both internal and external candidate processes from sourcing through offer. • Participate in internal pipeline review processes across regions to identify and promote internal talent opportunities. • Build and maintain a strong external leadership pipeline through proactive sourcing, networking, referrals, and talent mapping. • Engage and nurture relationships with high-potential leadership candidates, serving as the primary point of contact throughout the hiring process. • Deliver a consistent, professional candidate experience while maintaining confidentiality and discretion. • Track recruiting metrics and use data to refine sourcing strategies and provide insights to leadership. • Support the onboarding process for General Manager candidates and remain a key point of contact through their first 90 days of employment.

• Own and evolve the enterprise sales recruiting operating model across Allstate and the broader family of companies, supporting U.S. and international markets. • Ensure recruiting strategies adapt to market, licensing, and regulatory requirements without sacrificing consistency or quality. • Influence the business to create, define, and sustain clear, differentiated employee value propositions (EVPs) across sales roles. • Act as a trusted advisor and orchestrator in talent acquisition strategies aligned to growth and retention.