• Own and lead recruiting strategy for data center-related roles, including hard-to-fill specialty positions. • Partner with internal stakeholders to understand workforce needs, forecasting, and required skillsets across active and upcoming data center projects. • Develop recruiting plans aligned with business priorities, ramp schedules, and project timelines. • Provide market intelligence on compensation trends, availability of talent, competitor hiring activity, and sourcing channels. • Build and maintain high-quality talent pipelines through proactive outreach and targeted sourcing methods. • Use multiple sourcing tools and platforms (LinkedIn Recruiter, job boards, niche industry platforms, networking, referrals, etc.) to identify and engage candidates. • Develop sourcing campaigns focused on key data center skill sets and geographies. • Maintain an active bench of ready-to-interview candidates for rapid project mobilization. • Manage the end-to-end recruiting process including sourcing, screening, interview coordination, candidate evaluation, offer negotiation, and onboarding transition. • Create compelling job postings and ensure roles are marketed effectively. • Evaluate candidates based on technical competency, culture fit, and long-term potential. • Deliver a strong candidate experience through consistent communication and professionalism. • Serve as a trusted recruiting partner to hiring managers and senior leadership. • Lead intake meetings and align on qualifications, priorities, and interview expectations. • Track recruiting metrics such as time-to-fill, source-of-hire, pipeline conversion rates, and hiring manager satisfaction. • Support employer branding efforts for mission critical/data center recruiting and representation at events as needed. • Ensure compliance with all relevant hiring laws and regulations.

• Partner with department leaders to develop and execute recruiting strategies for current and future hiring needs. • Source top talent using a variety of platforms, including LinkedIn Recruiter, job boards, professional networks, and employee referrals. • Manage the full-cycle recruiting process, from job posting creation to offer acceptance. • Screen, interview, and assess candidates for both technical and cultural fit. • Provide guidance to hiring managers on best practices for interviewing and selection. • Ensure a seamless and engaging candidate experience by maintaining consistent and professional communication throughout the hiring process. • Build and maintain a pipeline of qualified candidates for critical roles. • Collaborate with HR and leadership to refine job descriptions and recruitment processes. • Track recruitment metrics and provide regular reporting on progress and challenges. • Act as an ambassador of Accordant’s culture and values in all interactions with candidates and partners.

• Own 2–5 active roles at once, driving 2+ hires per month • Lead job kickoffs, create compelling job descriptions, and support interview plans • Source and engage passive candidates across multiple platforms • Manage end-to-end hiring processes: interviews, feedback, references, and offers • Partner with hiring managers to ensure smooth, timely pipelines • Enhance candidate experience and reduce time-to-fill without sacrificing quality • Build and maintain a warm candidate pipeline for high-volume, evergreen roles

• Provide strategic direction and executive leadership for the corporate TA function. • You will design forward-looking recruitment strategies that align with our organization’s workforce plans, growth objectives, and long-term business goals. • Sometimes, standard hiring isn't enough. You will lead the strategy and execution for niche client groups and specialized skill sets. • You will define the strategy and manage the end-to-end process for these high-priority, revenue-generating initiatives. • You will monitor team bandwidth and resource allocation, ensuring your recruiters are efficient, supported, and not burning out. • You balance the load to meet hiring targets while maintaining our "People First" culture. • You own the checkbook for your function. You will manage headcount planning, recruitment spend, and vendor contracts, keeping a close eye on the CPH to ensure we are operating sustainably. • You are the champion of our tools. You will oversee the optimization of our recruitment tech stack (ATS, AI tools etc). • You will drive the adoption of automation to make our lives easier and the candidate journey smoother. • You will manage strategic relationships with external partners (agencies, job boards, tech vendors), negotiating contracts and holding them accountable to SLAs. • You don’t settle for "good enough." You stay ahead of industry trends and constantly look for ways to improve agility, scalability, and quality of hire.