Role Description We’re looking for a Senior Corporate Recruiter who takes full ownership of the hiring process—someone who knows how to source, engage, and close high-quality talent in a fast-paced, deadline-driven environment. This role is focused on recruiting for sales and mid-to-upper level management positions, with occasional hiring support for field roles tied to new and expanding divisions. - Own the full-cycle recruiting process from intake to offer acceptance—focused on delivering results and filling roles - Lead hiring for sales and leadership positions, plus occasional field roles for new divisions - Proactively source candidates using LinkedIn, social media, referrals, and creative/out-of-the-box strategies - Build and maintain strong referral networks and talent pipelines - Partner closely with hiring managers to understand business needs, team dynamics, and success profiles - Lead and facilitate intake meetings and ongoing touchpoints with internal management teams - Build strong, trusted relationships with leaders across the organization - Create compelling job postings that attract the right candidates - Develop and implement structured interview questions and hiring frameworks - Conduct candidate screenings and interviews, assessing for skills, competencies, and cultural fit - Manage multiple requisitions in a high-volume, fast-paced environment with tight deadlines - Deliver a consistent, professional candidate experience with strong communication and follow-up - Act as a confident closer, guiding candidates through the offer process and securing top talent Qualifications - Proven success in full-cycle recruiting, especially for sales and leadership roles - Strong sourcing skills using LinkedIn, networking, social media, and referrals - Demonstrated ability to consistently fill roles and close candidates - Solid business acumen with the ability to assess transferable skills and leadership capabilities - Experience partnering with leadership and building strong internal relationships - Highly organized with the ability to manage multiple priorities and deadlines - Excellent communication skills and a proactive, results-driven mindset Requirements - Base Salary: $65,000 – $75,000 + incentive opportunities - Full-Time, Permanent Position - Remote / Work from Home - Comprehensive benefits package including medical, dental, vision, and more - Opportunity for growth within a nationally expanding organization Benefits - Be part of a growing commercial roofing company with a nationwide footprint - Play a key role in building high-performing sales and leadership teams - Work directly with leadership and influence hiring strategy and decisions - Thrive in a fast-paced, high-impact environment where your work drives results

• Partner with business leaders and hiring managers to assess their talent requirements and advising on the best hiring strategy for nurses. • Source potential candidates for hire through a variety of methods through networking, various social media platforms, connections with professional associations across the specialized and technical spectrums, to ensure attracting the best possible candidates. • Create job postings to place on various online and offline resources that are articulate, professional and attention-grabbing to attract high quality candidates. • Utilize a variety of techniques to discover and attract the best passive talent • Conduct thorough behavioral based interviews and phone screens to assess both technical baseline as well as skills be successful in the RHA environment • Serves as the point-of-contact in recommending hiring rates, making job offers to potential candidates, developing offer letters, and finalizing hiring details for the job applicant. • Responsible for ensuring compliance with all local, state and federal regulatory employment guidelines. • Focused on providing a great candidate experience at every opportunity

• Execute targeted campus recruitment strategies to attract qualified undergraduate applicants to the Career Prep program. • Build and maintain relationships with university faculty, student organizations, and community-based partners to enhance MLT’s visibility and engagement on campus. • Represent MLT at campus events, info sessions, professional development workshops, and in-class presentations to promote Career Prep and related offerings. • Coordinate with Recruiting Captains, MLT alumni, and internal staff to drive peer-to-peer outreach and support tailored engagement strategies. • Partner with the Events, Marketing, and Communications teams to plan and promote high-impact recruitment events and develop region-specific outreach materials. • Maintain regular on-campus presence (as permitted), including office hours, tabling, and other visibility-building activities. • Track outreach activity and contribute to recruitment reporting and dashboards to assess campaign effectiveness and support data-informed decision-making. • Collaborate with the Ascend and College Programs teams to support pipeline-building workshops and College & Career Readiness initiatives at high schools and local nonprofits. • Performing other duties as assigned.

• The Recruiter is responsible for Service Excellence throughout the recruitment cycle. • They act as a brand ambassador for the client, focused on delivering exceptional talent while providing proactive and timely communication on the status of the search. • They serve as subject matter expert in talent acquisition and provide consultative direction and industry expertise to hiring leader. • Lead a detailed job scope meeting with the hiring leader to determine position specifications, providing relevant market data and recommendations on possible approaches to the search or candidate requirements. • Review of candidates who have applied via the Applicant Tracking System (ATS). • Evaluate candidate qualifications against position requirements and determine who to move forward in the recruitment process. • Develop and manage recruitment marketing plans or sourcing plans to determine the most appropriate candidate sources that align to the search requirements. • Source candidates via resume databases, search engine and networking sites using Boolean search language. • Solicit and pursue referrals from business networks and/or internal referrals. • Utilize Cielo’s proprietary software for mobile and email campaigning to talent communities. • Use an appropriate mix of media to connect with talent communities (phone, email, social media, etc.). • Articulate value proposition to candidates who are interested in the job opportunity. • Prepare candidates for interviews, coaching them on logistical information, interview schedule, appropriate attire and overall expectations. • Ensure candidates are provided with timely updates concerning the status of their applications and interviews. • Draft and utilize phone interview templates appropriate to the job description. • Use independent judgement to compare candidate phone interview notes and skills assessments with position requirements to determine if the candidate is a match for the role or a potential match for other open positions. • Issue skills testing as needed and evaluate results (if process dictates). • Review background and reference information (if process dictates). • Keep candidates engaged throughout process, ensuring consistent communication on the status of the search. • Partner with hiring leader to determine offer details, using market data and compensation guidelines to support recommendations. • Articulate a job offer to candidate and drive for candidate acceptance, anticipating and negotiating counter-offers as appropriate. • Strict adherence to all regulations (OFCCP and all other compliance standards set forth). • Work to deliver a strong candidate slate, continuously building talent pipelines to ensure there are multiple qualified candidates in play at all times. • Provide accurate and regular reporting of recruiting activities to the hiring leader and Cielo leadership to depict both metrics and efforts. • Identify perceived difficulties with searches and research and recommend solutions to both internal and external stakeholders. • Proactively and regularly communicate the status of each search to the hiring leader, providing a consultative approach with recommendations on how to move forward.