Cross Country is looking for top talent to join our team! We are a market-leading, tech-enabled workforce solutions and advisory firm with more than four decades of experience helping organizations solve complex labor and operational challenges. Recognized as a Top Place to Work by U.S. News & World Report and a Most Loved Workplace by Newsweek, Cross Country is committed to quality and excellence in everything we deliver. We were also the first public company to earn The Joint Commission Gold Seal of Approval® for Health Care Staffing Services Certification with Distinction — a standard we continue to uphold today. BASIC PURPOSE The Candidate Engagement Specialist is responsible to attract, evaluate, and secure highly qualified travel nurses efficiently, ensuring optimal staffing levels that align with client needs and maintaining a pipeline of skilled candidates to support the company’s growth and reputation in a competitive market. ESSENTIAL FUNCTIONS - Leverage targeted marketing and outreach strategies to connect with experienced travel nurses. - Highlight competitive pay, benefits, assignment variety, company reputation, expansive support to appeal to nurses. - Determine experience, education, active licensure, active certifications. - Develop a database of pre-qualified candidates for 30, 60, 90-day deployment. - Use Bullhorn tools to nurture relationships with potential nurses. - Use external database platforms to mine and engage with potential leads. - Work closely with Recruiters and Account Managers to understand hospital requirements. - Ensure candidates meet specialty skills and licensure needs promptly. - Track handoffs - Lead follow up 60 minutes - File Creation - Complete work history with gaps explained - Skills checklist completed within <1 year - References - Education - Nursys and certifications uploaded - Date of availability set - States licensed listed in overview page - Shift preference - Recruiter Hand Off - Round Robin to Recruiters - Alignments made by Manager - Hot handoff sheet completed in full - Follow-up task for scheduled call set and aligned to Recruiter receiving. - Tracking - Daily leadership tracking on engagement - Weekly tracking on submissions Must have the ability to perform the essential functions of the job with or without reasonable accommodation. QUALIFICATIONS/EDUCATION - 1 year of sourcing/recruiting experience, 2+ years preferred. - 1 year of office experience - Strong Computer/Technological skills using Microsoft Office and recruitment software/tools. - High school diploma or equivalent, or equivalent combination of education and sufficient experience to successfully perform the essential functions of the job. Bachelor’s degree preferred. Company equipment(laptop, monitor, keyboard, mouse headset) will be provided directly to you for use during employment. Benefits Cross Country offers a competitive compensation, benefits, and wellness program, including Medical Insurance, Dental Insurance, Vision Insurance, Life Insurance, Disability Insurance, Voluntary Insurance, 401(k) plan, Tuition Assistance, and Pet Insurance. The company offers a variety of Wellness options through Burnalong, which offers a robust online platform of classes and programs as well as local gym access. Cross Country is an Equal Opportunity Employer (EOE) - Veteran/Disability #IND123

• Support key employee life cycle processes such as new professionals, data management, absence managements, transfers, leavers • Preparing global HR documentation, i.e. employment contracts, employment contract amendments, HR policies, benefits enrollment documentation, payroll enrollment documentation, country-specific onboarding guides, resignation letters • Organize and maintain employee records via our proprietary Platform: input, update and maintain customer & professional personal data, process various forms related to documenting human resources activities such as new hire, change of status, benefits, terminations, etc. • Benefits administration on behalf of customers & professionals • Assisting with payroll preparation by providing relevant data, like absences, bonus and leaves • Carry out audits and checks on data changes to ensure accurate and timely payment for the professionals • Participation in the continuous improvement of HR processes and assist in maintaining standard operating procedures and policies up to date • Communicate effectively both verbally and in written form with professionals and our customers to explain and resolve queries and concerns (via email, phone and other means of communication) • Support with review and renewal of company policies, and legal compliance • Communicate and liaise with GP partners/vendors, including insurance vendors, local service providers, pension providers • First point of contact for employees on any HR related inquiries

• Ensure organizational compliance with federal, state, and local labor laws and regulations (e.g., FLSA, FMLA, EEO, ADA, wage and hour laws). • Monitor and interpret changes in employment laws and regulations; proactively recommend and implement necessary updates to policies, procedures, and practices. • Identify enterprise-wide compliance risks and lead cross-functional initiatives to mitigate exposure and strengthen organizational controls. • Lead and coordinate responses to external agency claims and complaints (e.g., EEOC, DOL), partnering with internal stakeholders and legal counsel to ensure timely, accurate, and compliant resolution. • Partner with legal counsel to proactively assess employment-related risks and ensure HR policies, practices, and programs align with current legal and regulatory requirements. • Establish governance and audit mechanisms to ensure compliance across all HR functions. • Maintain and update HR policies, procedures, and the employee handbook to ensure alignment with legal requirements and organizational standards. • Lead internal HR compliance audits, including documentation reviews, process audits, and remediation planning. • Serve as the primary HR point of contact for internal and external audits. • Ensure consistent application of HR policies and compliance standards across departments. • Manage and continuously improve HR compliance documentation and recordkeeping practices. • Partner with HR teams to ensure background check processes are compliant with applicable laws and organizational standards, including establishing appropriate controls and monitoring mechanisms. • Provide compliance oversight for HR programs such as background checks, employee records management, document retention, onboarding and offboarding processes, leave administration, ADA accommodations, workers’ compensation and safety programs, and employee classification, ensuring alignment with applicable laws and organizational standards. • Ensure proper classification of employees (e.g., exempt/non-exempt) and adherence to wage and hour regulations. • Review HR processes (e.g., onboarding, offboarding, leave administration) to ensure compliance and identify improvement opportunities. • Partner cross-functionally with Payroll, Benefits, Talent Acquisition, and HR teams to ensure alignment with compliance requirements. • Partner with People Enablement to support and deliver training on HR compliance, policies, and regulatory requirements. • Educate managers and HR team members on compliance-related topics and best practices. • Develop tools, resources, and guidance to support consistent and compliant HR practices. • Ensure required compliance trainings (e.g., anti-harassment, workplace violence prevention) are implemented and completed in accordance with legal and regulatory requirements, including establishing tracking, reporting, and retraining mechanisms.

• Assist with the development and implementation of policies and procedures. • Manage the unemployment claim process. • Support worker’s compensation, leaves of absence and benefits administration. • Work with leaders and staff to foster positive employee relations and resolve conflicts. • Conduct thorough, unbiased employee investigations and recommend course of action. • Maintain HR file compliance by conducting background rechecks, interpreting results and assisting with audit preparation. • Recredential staff as applicable. • Responsible for full cycle recruitment, pre-employment and onboarding. • Research and develop job descriptions for new or changing roles within the organization. • Perform other HR related duties as needed. • Use a trauma-informed approach in their daily work and interactions with others using the principles of CARE: Developmentally Focused, Family Involved, Relationship Based, Competence Centered, Trauma Informed, and Ecologically Oriented.