• Own the full recruitment lifecycle for a diverse portfolio of 7–10 active roles, with a strong focus on Engineering, AI/ML, and technical positions, as well as select clinical, operations, and corporate roles. • Partner closely with hiring managers and senior leaders to clarify role requirements, success profiles, and hiring priorities for highly specialized technical roles. • Advise stakeholders on talent market conditions, technical skill availability, and realistic hiring timelines. • Design and execute structured interview plans that ensure consistency, fairness, and efficiency for technical candidates. • Conduct thorough candidate screenings to assess technical skills, experience, and alignment with company culture and values. • Manage interview logistics and coordination, ensuring a smooth, professional experience for candidates and interviewers. • Lead offer development and negotiations in partnership with the People team. • Serve as the primary point of contact for candidates, providing clear, timely, and transparent communication. • Build trusted relationships with candidates by understanding motivations, career goals, and technical fit. • Act as a strong candidate advocate internally, sharing insights and feedback to improve decision-making. • Deliver an inclusive, respectful, and engaging candidate experience that reflects our values and employer brand. • Develop and execute creative sourcing strategies for hard-to-fill technical roles, including engineering and AI positions. • Build and maintain warm pipelines for priority technical roles and recurring hiring needs. • Leverage LinkedIn Recruiter, referrals, niche technical job boards, coding communities, GitHub, and professional networks. • Continuously engage passive candidates to support near- and long-term hiring needs. • Act as a trusted recruiting partner to hiring managers, providing guidance on technical hiring best practices, interview design, and decision-making. • Collaborate effectively across time zones and geographies. • Navigate ambiguity and shifting priorities with a solutions-oriented mindset. • Support continuous improvement of recruiting processes through feedback and hands-on execution (not heavy reporting).

• Lead end-to-end recruitment and selection processes, including aligning role profiles with hiring teams, strategic resume screening, active candidate sourcing, and schedule management • Conduct initial competency-based interviews to assess technical and behavioral fit while ensuring a positive candidate experience • Support talent attraction strategies, including posting vacancies across multiple channels, active hunting, and strengthening the candidate pipeline • Contribute to internal and external communications by helping craft messages aligned with company culture and employer positioning • Manage corporate social media channels with a focus on employer branding, including planning, producing, and publishing content • Assist in the creation and execution of organizational culture initiatives to boost internal engagement and strengthen the employer brand

• Lead research studies from concept through final deliverable • Design and execute research approaches including qualitative interviews, surveys, and secondary research • Conduct interviews with employers, students, and industry practitioners • Analyze qualitative and quantitative inputs • Develop research deliverables such as reports and toolkits • Translate the research agenda into clear project plans and timelines • Collaborate with cross-functional teams to integrate insights into member conversations • Partner with research leadership to refine study approaches

• Proactively source, identify, and engage qualified candidates through phone calls, job boards, LinkedIn, social media, and referral networks • Execute high-volume outbound calling to connect with active and passive candidates • Build and maintain a strong pipeline of qualified talent across multiple open roles and industries • Conduct initial phone screens to assess candidate qualifications, availability, and interest • Clearly communicate role requirements, compensation, and expectations to prospective candidates • Evaluate candidate fit based on skills, experience, culture alignment, and client needs • Manage and organize a robust candidate pipeline across multiple concurrent searches • Track outreach activity, response rates, and pipeline status using the applicant tracking system • Consistently meet or exceed weekly sourcing metrics including calls made, screens completed, and submittals delivered • Partner closely with recruiters and account managers to understand client needs and open role requirements