• Manage the end-to-end recruitment process for assigned technical requisitions • Specialize in recruiting for NETA-certified technicians, Protection & Controls specialists, and power systems engineers • Partner with supervisors and department leaders to develop accurate job descriptions • Screen applications, evaluate candidate qualifications, and advance qualified candidates through the selection process • Collaborate with hiring managers and HR partners during the offer process • Coordinate and complete pre-employment screenings and background checks for selected candidates • Proactively source and attract qualified candidates through various means • Build and maintain talent pipelines for hard-to-fill roles • Maintain consistent communication with candidates throughout the recruitment process • Ensure recruitment activities comply with internal policies and applicable employment legislation • Prepare and present recruiting metrics, pipeline reports, and status updates to the TA Director

• Work on the strategy and vision regarding international student recruitment into integrated deliverable operational plans; monitoring and evaluating performance against agreed targets and timely reporting of progress of results and outcomes for International Student Recruitment and business development. • Creating and leading recruitment activity to generate business and identify new recruitment markets and channels, ensuring continual development of new business and sustainability of existing channels. • Recruitment, co-ordination and monitoring of a network of agents and other channels to support international recruitment activity. • Build, manage and develop a regional team to help deliverables. • Co-ordinate recruitment activities, including attendance at fairs and events through the development and execution of an integrated plan with associated targets and KPIs. • Critically assess and evaluate recruitment activity in respect of its value for money and investment returns, making changes and improvements as necessary. • Identify emerging risks to recruitment targets and formulate plans to mitigate risks by managing across the breadth of relevant international recruitment activity. • Undertake analysis of data relating to agreed Key Performance Indicators, ensuring that there is appropriate and accurate information available to all those who need it. • Play a role in confronting particular issues as they arise, (whether opportunities or risks) • Lead, motivate, develop and inspire the International Recruitment and Business Development team, structure their activity and performance to deliver results in line with operational and project budgets, providing clear objectives and managing performance against these. • Develop ways of attracting good people to work within the department and to develop and retain talent within it. Ensure that appropriate performance management and succession planning is in place so that the team remains agile and innovative. • Other duties, as required from time to time in line with the seniority and scope of this role. • Work with key stakeholders across the region to improve the evidence base for growth including developing the knowledge base on regulatory, legislative and operational landscapes. This includes identifying opportunities for policy change and new partnerships. • Be a credible voice of authority on global private education, and develop knowledge in these areas, including being a source of advice and support to BDMs on their planning and activities. • Develop, manage and maintain a network of overseas institutions and agencies to establish effective recruitment pipeline development and referral channels.

• Own end-to-end recruiting across senior-level, technical, clinical, product, manufacturing, and business roles • Partner closely with hiring managers and cross-functional stakeholders to clarify role expectations, competencies, and success criteria • Design and execute proactive sourcing strategies to build high-quality, diverse candidate pipelines • Conduct structured candidate screens and interviews that assess skills, competencies, and mission alignment against clearly defined hiring criteria • Maintain a consistently high talent bar while balancing speed, candidate experience, and business urgency • Drive interview process rigor, calibration, and decision-making discipline • Manage offer strategy, negotiation, and closing with a strong understanding of market dynamics • Leverage ATS and recruiting tools to track pipelines, report on progress, and continuously improve processes • Operate effectively in ambiguity while managing multiple concurrent searches and shifting priorities

• Run end-to-end hiring processes • You take ownership of hiring from start to finish and make sure the experience feels smooth, human, and maybe even a bit fun • Partner with hiring circles • You help define what “good” looks like, guide hiring decisions, and challenge when needed • Build and nurture a talent community • You stay connected with great people, even when we’re not hiring, and create moments (events, meetups, content) to keep that connection alive • Bring our employer brand to life • Together with the employer branding role, you translate our story into real candidate experiences — from LinkedIn to interviews to events • Improve how we hire • You spot bottlenecks, remove friction, and use data to continuously improve quality of hire and time to hire