• Designing new flows for how candidates experience AI-driven job matching (onboarding, preference setting, opportunity review) • Evolving the company-facing dashboard where startups manage pipeline, review talent, and track agent activity • Defining interaction patterns for a product where the AI is the primary actor and the UI supports oversight, not manual input • Translating complex data (match scores, engagement signals, funnel metrics) into interfaces that are clear without being dumbed down • Occasionally shaping net-new product concepts from zero — we move fast and test ideas quickly

• Partner with hiring managers to develop a strong understanding of position requirements and verify number of openings for licensed clinical positions within assigned divisions, states and/or group • Consult with and coach hiring managers through the selection process; provide overview of pre-screen results to hiring managers; recommend candidates for interviews • Proactively source to secure talent based on current and future business needs leveraging diverse recruiting resources including employee referrals, professional organizations, educational institutions, cold calling, and networking to identify and recruit the best talent and ensure a diverse applicant pool • Use independent discretion to identify and select appropriate advertising and sourcing methods and resources using a wide range of media (e.g. newspapers, magazines or local radio, Internet job sites, licensure lists, conferences, job fairs, etc.) • Review, evaluate, and screen candidates for skill level, experience, and knowledge in relation to position requirements as well as for core values and culture fit • Represent and promote the DaVita Brand, core values, and key aspects of the role • Conduct and document post-interview feedback with hiring managers and candidates • Use ATS (Applicant Tracking System) to manage candidate flow and ensure compliance with documented hiring processes, reporting needs, and integrity in all recruiting efforts • Meet recruiting timelines and goals, including metrics, as established by department management.

Collectors is the leading creator of innovative technology that provides value-added services for collectors worldwide. We grade, authenticate, vault, and sell millions of record-setting collectibles, all while modernizing and digitalizing the process to further our mission of helping collectors pursue their passions. We’re always on the lookout for talented people to join our growing team. Our services span collectible trading cards, autographs, comic books, coins, video games, event tickets, and memorabilia. Our subsidiaries include PSA, PCGS, Beckett, SGC, and Card Ladder. Since our founding in 1986, we have graded and authenticated millions of items. We employ more than 3000 people across our headquarters in Santa Ana, California and offices in New Jersey, Texas, Florida, Japan, Shanghai, Hong Kong, Canada, Mexico, Germany, and France. As part of our interview process, we request that candidates have their cameras on during video interviews. This helps foster meaningful conversation and allows us to create an experience that closely resembles our standard working environment. Certain interview steps may take place by phone. For remote roles, and at our discretion, candidates may be asked to participate in an on-site interview as part of the final stages of the process. We understand there may be occasional circumstances requiring accommodation and are happy to discuss them as needed. Your recruiter will be able to clarify expectations and answer any questions you have. We’re looking for a hands-on Workday Manager to join our HRIS team to manage and optimize the Workday Recruiting and Onboarding modules. You’d work closely with our Talent Acquisition, People, and Finance teams as a critical partner in maintaining and creating related reporting and metrics. This role is crucial for implementing new functionalities to support company growth. Our Workday portfolio includes HCM, Absence, Recruiting, Learning, Help, and Adaptive WFP. You’ll report to the Director, HRIS & Analytics and is an individual contributor position. You can work Remote or from one of our offices in either Santa Ana, CA or Jersey City, NJ. We believe that there is significant value in in-person collaboration. If you live within a 1 hour commuting distance to one of our offices, you may be required to be onsite most of the time. This will be discussed further as part of the recruiting process. What You’ll Do: System Management & Support - Primary partner for Workday Recruiting, HCM and Onboarding as primary, support other modules as needed - Provide tier 2/3 operational support for system issues, data problems, and change requests - Business process and associated security configuration to support organizational events such as M&A and expansion - Manage system security, access levels, and reporting capabilities - Support and maintain integrations for (GoodTime, Checkr, DocuSign, Job Boards) - Ensure compliance with data security and privacy requirements - Lead and support changes required for events like M&A and Global expansion Specific Recruiting Support - Serve as primary partner with team in support of general maintenance and updates - Maintain and create assessments, job description templates, reference templates, and offer letters - Position management in support headcount requests and workforce planning processes - Partner to create and maintain agencies and agency recruiters as needed - Maintain and configure application and related processes in support of international expansion - Resolve failed integration issues on critical hiring events (Docusign, Checkr) Reporting & Analytics - Delivered reporting to stakeholders in TA, HR, Finance and Operations - Metric reporting for TA and HR Leaders - Develop Workday reports, dashboards and discovery boards for respective areas of support - Create and maintain calculated fields for reporting and integrations in areas of responsibility - Perform system audits for data validation and integrity - Provide technical support and guidance to internal customers Process Improvement & Implementation - Collaborate with business stakeholders to identify and implement system improvements - Participate in full systems development lifecycle from requirements to deployment - Lead bi-annual Workday release reviews, testing, and implementation for assigned workstreams - Analyze and refine processes to optimize technology capabilities - Facilitate planning and scoping of automation initiatives Who You Are: - Minimum 5 years post-production Workday experience with intermediate expertise in core concepts and configuration - High expertise in Workday Recruiting, Onboarding, and HCM modules - Strong report writing, calculated fields, and dashboard development skills with specific focus on Recruiting, Onboarding and Job Change processes - Strong understanding and experience in Headcount and Position management across HRIS, Recruiting, and Finance teams - Demonstrated knowledge of system testing, design, and auditing procedures - Experience with Workday release planning and user request management - Excellent analytical, problem-solving, and multitasking abilities - Strong project management and change control process knowledge - Ability to handle sensitive information with discretion and professionalism - Ownership mentality with proactive approach to improvements - Strong written and verbal communication skills, including presentation creation - Ability to work independently and collaboratively across diverse teams - Knowledge of People Operations, business practices, and regulatory requirements - Strong organizational and prioritization skills with ability to adapt to changing demands - Experience in troubleshooting and supporting integrations related to Recruiting, Hire, and Onboarding processes (Background Check, Scheduling, OKTA) preferred - Workday Pro Certifications with demonstrated experience preferred Salary Range: The salary range for this position is $86,053 - $171,462. Actual compensation on this range varies based on a variety of non-discriminatory factors, including location, job level, experience, and skill set. This role may be eligible for bonuses, commissions, or other forms of compensation, please ask your recruiter for details. #LI-remote #BI-remote #BI-hybrid Collectors uses e-Verify to validate your ability to work legally in the United States. We are aware that there are instances where individuals are receiving job offers that fraudulently allege to be from Collectors or one of our business units. This type of fraud can be carried out through false websites, through fake e-mails claiming to be from the company or through social media. We never ask for personal information such as your bank account, Social Security numbers or National IDs, nor do we send or request payments for the purchase of business-related equipment. If you suspect fraud, please reach out to jobs@collectors.com. We are committed to equal employment opportunity regardless of race, color, ethnicity, ancestry, religion, national origin, gender, sex, gender identity or expression, sexual orientation, age, citizenship, marital or parental status, disability, veteran status, or other class protected by applicable law. We believe that a team that represents a variety of backgrounds, perspectives, and skills will better service the diverse community of collectors we support. If you require an accommodation to apply or interview with us due to a disability or special need, please email people@collectors.com. U.S. residents: for disclosures relating to personal information we collect during the employment application and recruitment process, please see our Privacy Notice for U.S. Applicants. If you are based in California, you can read information for California residents here.

Role Description 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: - Market & Sales Enablement: Advise EAB on how to effectively position and sell services to police departments and public safety agencies. - 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. 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. 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.