• Lead research studies from concept through final deliverable • Design and execute research approaches including qualitative interviews, surveys, and secondary research • Conduct interviews with employers, students, and industry practitioners • Analyze qualitative and quantitative inputs • Develop research deliverables such as reports and toolkits • Translate the research agenda into clear project plans and timelines • Collaborate with cross-functional teams to integrate insights into member conversations • Partner with research leadership to refine study approaches

• Proactively source, identify, and engage qualified candidates through phone calls, job boards, LinkedIn, social media, and referral networks • Execute high-volume outbound calling to connect with active and passive candidates • Build and maintain a strong pipeline of qualified talent across multiple open roles and industries • Conduct initial phone screens to assess candidate qualifications, availability, and interest • Clearly communicate role requirements, compensation, and expectations to prospective candidates • Evaluate candidate fit based on skills, experience, culture alignment, and client needs • Manage and organize a robust candidate pipeline across multiple concurrent searches • Track outreach activity, response rates, and pipeline status using the applicant tracking system • Consistently meet or exceed weekly sourcing metrics including calls made, screens completed, and submittals delivered • Partner closely with recruiters and account managers to understand client needs and open role requirements

• Providing sourcing support for a variety of engineering positions including sourcing, screening, and managing candidate relationships with recruiters • Managing competing priorities and remaining highly flexible in an ever-changing environment while consistently anticipating and delivering exceptional talent acquisition solutions to recruiters • Sourcing and recruiting qualified talent while maintaining excellent customer service with hiring managers, candidates, and other stakeholders • Applying a business mindset to the talent acquisition function • Making connections between all talent management phases (acquisition, development, retention, culture) • Leveraging data and market intelligence to develop and execute staffing strategies • Demonstrating a deep understanding of the external recruiting landscape within their function • Successfully sourcing and attracting passive external talent • Utilizing Boolean search methodology and execution as part of sourcing efforts • Leveraging sourcing data in weekly conversations with hiring managers and TA leadership • Attaining a high-level understanding of our business, program, technological, and cultural challenges • Demonstrating uncompromising ethical standards, integrity, and respect for others • Maintaining composure under stress and understands how externalized emotions impact others • Accurately assessing candidates (via in-person or phone) for cultural, competency, and skill fit • Quickly synthesizing candidate and hiring manager feedback • Routinely pre-closing candidates (early in the process) to ensure high acceptance rates

• Manage full-cycle recruiting across a variety of roles (hourly, professional, and niche positions) • Partner with hiring managers (including senior leaders) to understand hiring needs and define candidate profiles • Source, screen, and present qualified candidates using a variety of channels (LinkedIn, job boards, referrals, etc.) • Drive candidate pipeline development for critical roles, particularly in deposition services and technical recruiting • Coordinate and schedule interviews, ensuring a seamless candidate experience • Maintain accurate and up-to-date records in the applicant tracking system (Lever or similar) • Provide market insight on talent availability, compensation, and hiring trends • Support process improvements and recruiting best practices as needed