• Maintain complete ownership for each executive search assigned to you, while also staying up-to-date on other active assignments within the team. • Set up and facilitate initial conversation with regional, corporate and/or hospital client to ascertain parameters of the executive search. Arrange site visit and face-to-face meeting with the client and appropriate staff at the facility to further develop a more enhanced view of the open position, layout of the facility, and finalize the position specification. • Develop position specification outlining the details of the search and send to client for review. Coordinate internal and external postings of the open position. • Initiate research to identify target organizations and candidates. Initiate identification of qualified candidates based on extensive research. Commence communication via telephone calls, emails, or mass mailings. • Arrange in depth, personal candidate interviews, allowing managing director to thoroughly assess and evaluate the candidates’ qualifications for the open position. • Develop and present Confidential Candidate Reports to the clients on key candidates, including the verification of degrees. • Coordinate and schedule candidate interviews with the client and key staff members, including travel arrangements, ground transfers, etc. • Work with client and candidate to negotiate employment offer in a timely manner. Conduct critical executive referencing on final candidates and promptly provide written reference report. • Facilitates the offer letter process by coordinating with client, regional Human Resource Department, and corporate compensation group and creating the offer letter. • Appropriately “close out” the search by processing the hired candidate through our ATS, sign off other candidates and/or determine suitability for other Tenet openings. • Ensure a positive working relationship and create a culture of open progressive communication and mutual understanding between the Human Resource Departments in Tenet. • Partner with Corporate/Market/Group Human Resource Directors/Officers to ensure the successful delivery of consistent executive search services for each market/group, develop talent planning programs, and ensure key business objectives are met through successful collaboration. • Nurture a culture of shared purpose and goals among the facilities, fostering greatly improved working relationships and ensuring consistent quality of patient care. • Maintain a highly visible presence, interacting continuously with Regional Human Resources Directors and hospital A-Team members to provide superior Executive Search execution, advice, counsel, and information to ensure Tenet has the best talent available to help the company achieve its corporate goals and objectives. • Stay current in the healthcare industry and human resources arena by focusing on self-development, attending professional conferences, and maintaining membership in professional organizations when appropriate. • Display strong business acumen, coupled with a working knowledge of healthcare trends and human resources policies.

This description is a summary of our understanding of the job description. Click on 'Apply' button to find out more. Role Description As a Recruiter at Pillar Labs, you will play a crucial role in identifying and attracting exceptional talent to join our team. You will be responsible for recruiting software engineers, researchers, and developers, as well as strategically recruiting niche populations for our contractor pool, including annotators. Key Responsibilities - Identify and attract top talent in software engineering, research, and development. - Develop and implement effective recruiting strategies to build a strong talent pipeline. - Collaborate with hiring managers to understand their hiring needs and requirements. - Conduct interviews and assessments to evaluate candidates' skills and fit for the company. - Manage the full recruitment cycle from sourcing to onboarding. - Strategically recruit niche populations for our contractor pool, focusing on annotators. Qualifications - Proven experience in recruiting and hiring. - Strong understanding of the technology industry and talent market. - Excellent communication and interpersonal skills. - Ability to work independently and as part of a team. - Strong organizational and time management skills. Additional Information We are looking for a motivated and enthusiastic individual who is passionate about recruiting and helping our team grow. If you are eager to make a significant impact and work in a fast-paced environment, we would love to hear from you.

• Partner with senior leaders across the Spa and Corporate enterprise to align talent acquisition strategy with business and growth objectives. • Translate workforce plans into actionable hiring strategies across regions and functions. • Act as a trusted advisor to leadership on talent market dynamics, hiring risks, and capability needs. • In partnership with the HR leader, design and deploy a recruitment operating model, including governance, service delivery, and regional execution. • Build standardized end-to-end recruitment processes (intake, sourcing, selection, offers and onboarding handoff). • Establish consistent hiring standards, interview frameworks, and candidate experience guidelines. • Define and manage vendor strategy and relationships. • Build, lead, and develop a global or regionally distributed TA team (internal recruiters and partners). • Establish clear roles, performance expectations, and development plans for TA resources. • Coach recruiters and hiring managers on best-in-class recruiting practices and market insights. • Ensure recruiting practices comply with local labor laws and employment regulations. • Establish clear hiring governance, approval workflows, and documentation standards. • Continuously refine processes to improve speed, quality, and scalability. • Partner with HR on the selection, implementation, and optimization of recruitment technology (ATS, CRM, assessment tools). • Ensure integration of recruiting systems with HRIS and onboarding platforms. • Build robust reporting and dashboards to track hiring metrics, pipeline health, diversity, time-to-fill, and cost-to-hire. • Use data and insights to continuously improve recruiting effectiveness and efficiency. • Partner with Marketing and stakeholders to strengthen the employer brand across all markets. • Design and deploy consistent candidate experience standards aligned with company values. • Improve offer acceptance, hiring manager satisfaction, and quality of hire.

• Lead full-cycle recruiting for Business and G&A roles, partnering closely with senior leaders to define hiring needs, build pipelines, and close high-impact talent across multiple functions. • Own searches across areas such as Sales, Customer Success, Finance, People, and Business Operations, with the ability to flex across roles and seniority levels. • Build trusted partnerships with hiring managers to scope roles, define success criteria, and align on hiring bar, interview process, and decision-making. • Serve as a thought partner to business leaders, providing market insights, compensation guidance, and recommendations on role design and leveling. • Champion a world-class candidate experience, ensuring every interaction reflects Render’s values of empathy, clarity, and respect. • Iterate on recruiting processes, interview frameworks, and documentation that scale as Render grows. • Build diverse candidate pipelines and partner on inclusive hiring strategies across G&A functions. • Collaborate cross-functionally with People, Marketing, and Brand to strengthen Render’s employer brand and hiring identity.