Title: Lead Technical Recruiter Location: New York, NY Job Description: The mission of The New York Times is to seek the truth and help people understand the world. That means independent journalism is at the heart of all we do as a company. It’s why we have a world-renowned newsroom that sends journalists to report on the ground from nearly 160 countries. It’s why we focus deeply on how our readers will experience our journalism, from print to audio to a world-class digital and app destination. And it’s why our business strategy centers on making journalism so good that it’s worth paying for. About the Role: We are looking for an experienced Lead Technical Recruiter who will be a strategic hiring partner focused on technical roles, particularly within our Product Engineering team. This is an individual contributor position where you will be a strategic partner to leaders in our cross-functional technology organization. Lead Technical Recruiters bring subject matter expertise to help improve processes and mentor other recruiters on the team. This is a hybrid position based in our NYC headquarters, reporting to the Sr. Manager, Talent Acquisition. You can typically expect to come into the office 3 days per week. Responsibilities: - Conduct full-cycle recruiting, including sourcing, screening, interviewing, and negotiating offers - Meet with managers and HR to identify hiring needs and develop a hiring plan - Build and manage relationships with hiring managers and key stakeholders - Maintain ongoing communications with hiring managers and candidates on the hiring process to provide a positive and communicative experience - Partner with hiring teams to interview candidates through a structured interview process - Advise hiring managers in making hiring decisions - Work with team members to coordinate the interview process - Source qualified candidates through job sites, databases, networking, etc. - Select and present qualified candidates to hiring teams - Create reports on hiring progress and other recruiting metrics - Maintain a pool of candidates through strategic sourcing, research, and excellent candidate experience - Identify and provide insights on trends, issues, and opportunities in the marketplace that affect candidate pools and share them with NYT leadership team and hiring partners - Articulate blockers and challenges in your searches and come up with solutions to address them - Demonstrate support and understanding of our value of journalistic independence and a strong commitment to our mission to seek the truth and help people understand the world Basic Qualifications: - 7+ years of experience working in high-touch, full-cycle recruitment - 4+ years of experience recruiting for engineering roles for consumer-facing web or mobile products - 3+ years of experience managing requisitions in an ATS such as Greenhouse or Ashby - 3+ years of experience working on an in-house talent acquisition team Additional Qualifications: - 4+ years of experience building and improving hiring processes to provide excellent stakeholder and candidate experience - 1+ years of experience working in an OFCCP-compliant environment - Prior experience hiring for Director+ roles - Prior experience navigating through complex offer negotiations REQ-019825 #LI-Hybrid The annual base pay range for this role is between: $115,000 - $130,000 USD For roles in the U.S., dependent on your role, you may be eligible for variable pay, such as an annual bonus and restricted stock. Benefits may include medical, dental and vision benefits, Flexible Spending Accounts (F.S.A.s), a company-matching 401(k) plan, paid vacation, paid sick days, paid parental leave, tuition reimbursement and professional development programs. For roles outside of the U.S., information on benefits will be provided during the interview process. The New York Times Company is committed to being the world’s best source of independent, reliable and quality journalism. To do so, we embrace a diverse workforce that has a broad range of backgrounds and experiences across our ranks, at all levels of the organization. We encourage people from all backgrounds to apply. We are an Equal Opportunity Employer and do not discriminate on the basis of an individual's sex, age, race, color, creed, national origin, alienage, religion, marital status, pregnancy, sexual orientation or affectional preference, gender identity and expression, disability, genetic trait or predisposition, carrier status, citizenship, veteran or military status and other personal characteristics protected by law. All applications will receive consideration for employment without regard to legally protected characteristics. The U.S. Equal Employment Opportunity Commission (EEOC)’s Know Your Rights Poster is available here. The New York Times Company will provide reasonable accommodations as required by applicable federal, state, and/or local laws. Emails sent for unrelated issues, such as following up on an application, will not receive a response. The Company encourages those with criminal histories to apply, and will consider their applications in a manner consistent with applicable "Fair Chance" laws, including but not limited to the NYC Fair Chance Act, the Los Angeles Fair Chance Initiative for Hiring Ordinance, the San Francisco Fair Chance Ordinance, the Los Angeles County Fair Chance Ordinance for Employers, and the California Fair Chance Act. For information about The New York Times' privacy practices for job applicants click here. Please beware of fraudulent job postings. Scammers may post fraudulent job opportunities, and they may even make fraudulent employment offers. This is done by bad actors to collect personal information and money from victims. All legitimate job opportunities from The New York Times will be accessible through The New York Times careers site. The New York Times will not ask job applicants for financial information or for payment, and will not refer you to a third party to do so. You should never send money to anyone who suggests they can provide employment with The New York Times. If you see a fake or fraudulent job posting, or if you suspect you have received a fraudulent offer, You can also file a report with the Federal Trade Commission or your state attorney general.

• Own full-cycle recruiting for senior AI roles (e.g., Senior/Staff ML Engineers, GenAI/LLM Engineers, AI Agents Engineers, Applied Scientists, MLOps/ML Platform) • Hire across LATAM and Europe, building pipelines aligned to regional market dynamics and compensation models • Build high-signal pipelines via AI communities, referrals, open-source networks, and targeted passive sourcing • Lead intake and calibration with hiring managers to align on scorecards, evaluation signals, and closing strategy • Create role-specific sourcing plans (persona, target orgs, channels, messaging) and iterate outreach based on response data • Run technically credible screens and guide candidates through interviews with fast feedback loops and strong candidate prep • Own offer process and closing, including expectation alignment and competing offer navigation • Track funnel health and recruiting metrics (pipeline coverage, conversions, time-to-submit/time-to-hire) and improve the motion over time

About NORY: Welcome to NORY, the premier STEM camp provider in NYC and Boston! We enrich the learning journey of 4,000+ children annually through immersive, hands-on experiences. Our mission is to nurture young risk-takers, problem solvers, and empathetic leaders. Discover more about our mission and program: - Instagram: bit.ly/noryi - LinkedIn: bit.ly/norylink - Summer Camp Video: bit.ly/noryvideo1 About the Role We are seeking a Hiring and Recruitment Specialist to identify and attract high-caliber talent for NORY’s rapidly growing team. This role goes beyond screening and interviewing - it requires a proactive, strategic approach to sourcing top candidates through direct outreach, creative hiring channels, and partnerships. You will be responsible for securing exceptional HQ leaders, operations staff, and campsite educators who align with NORY’s mission and values. Key Responsibilities - Proactive Sourcing & Outreach – Identify and engage top candidates through strategic networking, partnerships, and direct outreach rather than relying solely on inbound applications. - Creative Recruitment Strategies – Develop innovative approaches to attract high-quality talent, leveraging niche job boards, industry networks, and targeted outreach. - Candidate Assessment & Selection – Conduct structured interviews and skill-based evaluations to ensure cultural and mission alignment. - Pipeline Development – Build and maintain a high-quality talent pipeline for current and future hiring needs. - Process Improvement – Continuously refine hiring processes and tools to optimize recruitment efficiency. - Candidate Experience & Onboarding – Ensure a seamless and engaging candidate journey, setting up new hires for success from day one. What We’re Looking For - Proven Success in Recruitment – You have a track record of finding and securing high-quality candidates beyond traditional job postings. - Experience in Direct Sourcing – You know how to proactively identify, engage, and persuade top talent to join a mission-driven organization. - Strong Understanding of Talent Markets – Experience hiring in education, summer camps, or youth programs is a plus, but not required. - Clear Communicator & Relationship Builder – You can quickly establish trust and effectively communicate the value of joining NORY. - Highly Organized & Data-Driven – You track recruitment performance, manage multiple roles simultaneously, and optimize strategies based on real results. - Mission-Driven – You are excited about helping build the best team to support NORY’s impact on thousands of children’s lives. Schedule & Compensation: - Hourly Rate: $25 - $35 per hour. - Hours: 10-30 hours per week (Seasonally Varying) Join Our Vision: We're searching for maker educators who are not just skilled and passionate but also align deeply with our core values. At NORY, our 'Ways of Being' guide everything we do: - We are purposeful in our actions, always asking "why" to cultivate inner motivation. - We ask "how to make it work" before wondering "if it will be possible." - Our decisions are grounded in data and logic. - We are accountable and disciplined. - We actively seek feedback, embracing different perspectives and effective methods that contribute to our growth. - We avoid superficial solutions, opting instead to thoroughly analyze problems to create sustainable, scalable responses. - We are unifiers, fostering a loving and caring team environment that deeply values empathy and compassion. These aren't just words; they're the essence of our DNA. If these values speak to you, see how you align with our complete 'Ways of Being' at www.nory.co/value Application Process: Send your resume and cover letter answering the following application questions to sofia@nory.co. - Sourcing Strategy: Share a specific example of how you proactively identified and secured top talent for a role. What strategies did you use beyond job postings? What hiring channels or methods you’ve used to attract high-quality, passive candidates? - Screening & Selection: How do you assess whether a candidate is a good cultural fit and will thrive in a fast-paced, mission-driven environment? - (Optional) Data-Driven Hiring: Share an example of how you’ve used data to improve recruitment outcomes. NORY, Inc. is a proud equal opportunity employer and values diversity. Applicants are considered for positions without regard to veteran status, uniformed service member status, race, religion, sexual orientation, gender, national origin, age, physical or mental disability, genetic information, or any other category protected by applicable federal, state, or local laws.

Role Description The Recruiter develops, negotiates, and implements partnerships with traveling long-term care, allied and nursing healthcare professionals across the nation. This role is integral in sourcing new caregivers and has the ability to make a difference in healthcare staffing nationwide. It is designed for someone with an entrepreneurial mindset, go-getter initiative, and drive to build and maintain relationships with various healthcare professionals. - Support the department by sourcing new talent. - Work with Account Managers, Sr. Account Managers, and Team Leads to find employment opportunities for caregivers at healthcare facilities nationwide. - Can be a long-term fit for someone who enjoys sourcing new talent or an opportunity to learn and develop skills for advancement to the Account Manager role. Qualifications - College Degree Preferred but not required. - New College Graduates are highly encouraged to apply. - Strong verbal and written communication skills. - Ability to communicate professionally over the phone, email, text, and in person. - Strong time-management skills. - Proficiency in Microsoft Word & Outlook. - Competitive nature with a teamwork spirit in mind. - Ability to work in a fast-paced environment. Requirements - Provide excellent customer service to caregivers, primarily through phone-based recruiting and outreach. - Maintain relationships with caregivers throughout the process from initial contact through placement, focusing on the caregiver experience and retention. - Follow up by phone on qualified leads and seek out potential candidates within the healthcare field. - Conduct initial phone screens with candidates to qualify them for open positions. - Work internally with Account Managers to identify suitable placements for caregivers. - Consistently meet division metrics via dials, placements, profiles, etc. - Actively seek out new and unique recruiting tools to gain new business. - Promote a team-oriented culture. - Adhere to all company policies and standards. Physical Requirements The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job: - Regularly required to sit and stand; occasionally required to walk, stoop, kneel, and crouch. - Must frequently lift and/or move up to 10 pounds and occasionally lift and/or move up to 25 pounds. - Specific vision abilities required include close vision, distance vision, color vision, peripheral vision, depth perception, and ability to adjust focus. The specific statements shown in each section of this description are not intended to be all-inclusive. They represent typical elements and criteria considered necessary to perform the job successfully. LRS Healthcare recognizes that an individual with a disability may require an accommodation to enable him/her to successfully perform a job function. Consideration will be given to reasonable accommodations.