• Establish recruiting requirements by studying organization plans and objectives • Meet with managers to discuss needs • Build applicant sources through multiple sourcing channels • Assess applicant qualifications by interviewing applicants; analyze responses, verify references, and compare qualifications to job requirements • Arrange management interviews by coordinating schedules, arranging travel, etc. • Improve organization’s attractiveness by working on projects to improve the candidate experience • Deliver job offers and manage counter offers as appropriate • Monitor/discuss job offers and compensation practices; emphasize benefits and perks • Avoid legal challenges by understanding current legislation; enforce regulations with managers and conduct training • Update job knowledge by participating in educational opportunities, reading professional publications, maintaining personal networks, and participating in professional organizations.

• Manage the full-cycle recruitment of clinical providers with a focus on speed-to-hire, ensuring our Sales and Ops teams have the staff they need to fulfill school contracts on day one. • Collaborate with Head of Provider Recruiting and other stakeholders to adjust recruitment strategies accordingly. • Keep the ATS (Greenhouse) updated in real-time, ensuring candidates move through the process without friction or delays. • Handle screenings and offer negotiations with a "closer" mentality to ensure we don't lose top talent to competitors.

• Lead and mentor a team of Business recruiters (GTM + G&A); fostering a culture of excellence • Partner closely with C-suite and senior leaders across GTM and G&A to design hiring strategies aligned to business priorities, headcount plans, and market realities • Translate complex hiring goals into milestone-driven execution plans • Use data to proactively diagnose hiring challenges in close partnership with recruiters • Elevate sourcing and closing capability across the team, especially in competitive GTM markets with candidates managing multiple offers • Serve as a trusted advisor to executives, communicating tradeoffs clearly, delivering difficult feedback when needed, and influencing decisions with structured recommendations • Continuously improve the candidate and hiring manager experience, ensuring Headway’s business hiring process is efficient and aligned with our values

• Targeted Headhunting: Move beyond basic keyword searches. You’ll use deep-web sourcing, social engineering, and creative outreach to engage passive talent who aren't even looking. • Full-Spectrum Sourcing: One day you’re mapping the VP landscape for a niche business unit; the next, you’re diving into GitHub or Stack Overflow to find a backend engineer with a specific tech stack. • Market Intelligence: Act as a strategic advisor to hiring managers. You’ll provide data on talent density, salary benchmarks, and competitor movement. • Tool Mastery: Maximize LinkedIn Recruiter, while effectively pivoting to alternative tools (e.g., Gem, SeekOut, HireEZ, or Boolean strings) to find hidden talent pools. • Pipeline Architecture: Build "evergreen" pipelines for recurring roles to ensure we are never starting from zero when a req opens.