About EAB At EAB, our mission is to make education smarter and our communities stronger. We work with more than 2,800 institutions to drive transformative change through data-driven insights and best-in-class capabilities. From kindergarten to college to career, EAB partners with leaders and practitioners to accelerate progress and drive results across enrollment, student success, institutional strategy, data analytics, and advancement. We work with each partner differently, tailoring our portfolio of research, technology, and marketing and enrollment solutions to meet the unique needs of every leadership team, as well as the students and employees they serve. At EAB, we serve not only our partner institutions but each other—that's why we are always working to make sure our team members love their jobs and are invested in their communities. See how we've been recognized for this dedication to our staff by checking out our recent awards. For more information, visit our careers page. The Role in Brief: Police Recruitment Strategy Consultant (Part-time Contract) EAB is seeking a Police Recruitment Strategy Consultant to support the development and positioning of services tailored to law enforcement agencies. This contractor will bring deep expertise in police recruitment to help EAB better understand how departments attract, evaluate, and convert candidates — and how EAB’s capabilities can align with those needs. This role has two primary objectives: 1. Market & Sales Enablement: Advise EAB on how to effectively position and sell services to police departments and public safety agencies. 2. Recruitment Strategy Design: Inform strategies to help agencies attract and convert qualified graduates into law enforcement careers. The consultant will act as a subject matter expert, providing both strategic insight and practical guidance grounded in real-world recruitment experience. The ideal consultant combines operational credibility with strategic thinking. They understand both the internal realities of police recruitment and the external perception challenges facing departments today. They can translate lived experience into clear, actionable recommendations that strengthen positioning, outreach, and candidate conversion. This contract offers an opportunity to shape how recruitment services are positioned and delivered to law enforcement agencies nationwide. Contract Duration: 3-6 months, with potential extension Location: Remote (U.S.-based) Estimated Weekly Hours: 10-15 Target Start Date: As soon as possible Primary Responsibilities: Police Recruitment Market Insight · Advise on current trends, challenges, and barriers in police recruitment. · Provide insight into department decision-making structures, procurement processes, and budget considerations. · Identify pain points in candidate sourcing, screening, testing, and onboarding. · Help shape messaging and value propositions tailored to chiefs, HR directors, and command staff. Sales & Service Positioning · Collaborate with EAB teams to refine go-to-market strategies for law enforcement audiences. · Contribute to the development of sales materials, case studies, and outreach messaging. · Participate in select sales conversations to provide credibility and subject matter expertise. Graduate Recruitment Strategy · Advise on how to position policing as a viable career path to college students and recent graduates. · Recommend outreach strategies to improve candidate engagement and conversion. · Provide guidance on overcoming common objections and barriers among younger applicant pools. · Inform playbooks for high-volume outreach, follow-up, and pipeline management. Process & Data Expertise · Share best practices in recruitment funnel tracking, candidate engagement metrics, and conversion analysis. · Recommend tools and workflows that improve recruitment efficiency and accountability. · Contribute feedback to refine pilot programs and service models Basic Qualifications: · 6+ years of experience in police or public safety recruitment, talent acquisition, or workforce development. · Demonstrated success improving applicant pipelines and conversion outcomes. · Familiarity with law enforcement hiring standards, testing, background investigations, and academy processes. · Strong understanding of candidate engagement strategies, particularly with early-career professionals. · Experience advising leadership or participating in strategic planning initiatives. · Excellent communication skills and ability to translate operational expertise into strategic recommendations. Ideal Qualifications: · Experience working with college recruiting, campus outreach, or graduate pipelines. · Prior consulting or advisory experience. · Comfort collaborating in cross-functional, remote environments. If you’ve reached this section of the job description and are unsure of whether to apply, please do! At EAB, we welcome new perspectives and learn from each other’s unique experiences. We would encourage you to submit an application if this is a role you would be passionate about doing every day. Compensation: This is a contract position with an hourly pay range of $54-$80 per hour. Actual compensation will be determined based on factors including, but not limited to, relevant experience, skills, geographic location, and business needs. Additional Information: This opening is not eligible for visa sponsorship at this time; EAB will thus consider candidates who possess U.S. work authorization that does not require employment-based visa sponsorship now or in the future. At EAB, we believe that to fulfill our mission to “make education smarter and our communities stronger” we need team members who bring a diversity of perspectives to the table and are committed to fostering a workplace where each team member is valued, respected, and heard. To that end, EAB is an Equal Opportunity Employer, and we make employment decisions on the basis of qualifications, merit and business need. We don’t discriminate on the basis of race, religion, color, sex, gender identity or expression, sexual orientation, age, non-disqualifying physical or mental disability, national origin, veteran status or any other basis covered by appropriate law.

City/State Norfolk, VA Work Shift First (Days) Overview: Overview The Talent Acquisition Specialist will partner with hiring managers and HR business partners to understand and anticipate hiring needs and proactively identify strategic recruiting solutions to meet those needs. This role manages the recruitment process for all open positions in assigned business units with a focus on identifying and tapping into new sourcing resources and utilize proactive techniques to recruit diverse, high value candidates. Engage in tactical and strategic sourcing to help business units proactively source and place top talent. Executes and facilitates the overall recruitment strategy, including screening, interviewing and testing while serving as a strategic partner to hiring managers. Participates in projecting future employment needs, creating recruitment plans, and improving the employment process. This role may lead projects and excels at maintaining and successfully addressing a high load of positions, a variety of positions and/or hard to fill positions in the areas of greatest need. Education - High School Diploma/GED required - Bachelor’s Degree strongly preferred Experience - Two years of Human Resources experience with a Bachelor’s Degree, or four years of equivalent experience with a High School Diploma or GED are required. Recruitment experience is strongly preferred. Benefits: Caring For Your Family and Your Career • Medical, Dental, Vision plans • Adoption, Fertility and Surrogacy Reimbursement up to $10,000 • Paid Time Off and Sick Leave • Paid Parental & Family Caregiver Leave • Emergency Backup Care • Long-Term, Short-Term Disability, and Critical Illness plans • Life Insurance • 401k/403B with Employer Match • Tuition Assistance – $5,250/year and discounted educational opportunities through Guild Education • Student Debt Pay Down – $10,000 • Reimbursement for certifications and free access to complete CEUs and professional development •Pet Insurance •Legal Resources Plan •Colleagues have the opportunity to earn an annual discretionary bonus if established system and employee eligibility criteria is met. Sentara Health is an equal opportunity employer and prides itself on the diversity and inclusiveness of its close to an almost 30,000-member workforce. Diversity, inclusion, and belonging is a guiding principle of the organization to ensure its workforce reflects the communities it serves. In support of our mission “to improve health every day,” this is a tobacco-free environment. For positions that are available as remote work, Sentara Health employs associates in the following states: Alabama, Delaware, Florida, Georgia, Idaho, Indiana, Kansas, Louisiana, Maine, Maryland, Minnesota, Nebraska, Nevada, New Hampshire, North Carolina, North Dakota, Ohio, Oklahoma, Pennsylvania, South Carolina, South Dakota, Tennessee, Texas, Utah, Virginia, Washington, West Virginia, Wisconsin, and Wyoming.

• Partner with hiring managers across the organization to further understand hiring needs • Participate in the full life-cycle of recruiting • Work closely with recruiting and operations teams to develop a pipeline of candidates • Utilize both standard and creative sourcing strategies • Use various methods to recruit and network with potential candidates • Implement recruiting ideas and strategies to contribute to the future growth of the company • Maintain job posts and assist in the creation of standardized Job Descriptions • Create and send out candidate offer letters with salary negotiations • Coordinate with practice leads and the recruiting team for follow-up with candidates

• Own and drive end-to-end recruiting across the organization, from intake through offer acceptance. • Partner with hiring managers to define candidate profiles and sourcing strategies. • Manage pipelines, scheduling, feedback, and offer processes. • Act as the primary point of contact for candidates throughout the hiring process. • Build and maintain pipelines of talent ahead of hiring needs. • Identify and engage passive candidates across nuclear, SMR, and clean energy markets. • Develop and nurture long-term relationships with candidates for future opportunities. • Track pipeline health and sourcing effectiveness. • Represent Elementl in key talent markets through LinkedIn, industry events, and professional networks. • Build and strengthen our presence within targeted technical talent communities. • Build and improve recruiting processes, tools, and templates. • Develop and scale recruiting programs in partnership with leadership. • Track and report on recruiting activity and performance. • Contribute to building early-career and workforce development programs. • Establish and grow relationships with universities, trade programs, and industry groups.