• Own full-cycle recruiting for a diverse portfolio of roles, including technical and non-technical positions. • Manage an active requisition load of approximately 5–8 roles at a time, balancing speed, quality, and candidate experience. • Partner directly with hiring managers to scope roles, define success profiles, and advise on hiring strategy. • Proactively source candidates using a variety of channels and techniques, particularly for hard-to-fill roles. • Drive candidate assessment processes, including screening, coordination, and offer support. • Build and continuously improve recruiting foundations, processes, and documentation as the first in-house recruiter. • Represent FAR.AI professionally and clearly to candidates, ensuring a thoughtful and inclusive candidate experience.

At Curana Health, we’re on a mission to radically improve the health, happiness, and dignity of older adults—and we’re looking for passionate people to help us do it. As a national leader in value-based care, we offer senior living communities and skilled nursing facilities a wide range of solutions (including on-site primary care services, Accountable Care Organizations, and Medicare Advantage Special Needs Plans) proven to enhance health outcomes, streamline operations, and create new financial opportunities. Founded in 2021, we’ve grown quickly—now serving 200,000+ seniors in 1,500+ communities across 32 states. Our team includes more than 1,000 clinicians alongside care coordinators, analysts, operators, and professionals from all backgrounds, all working together to deliver high-quality, proactive solutions for senior living operators and those they care for. If you’re looking to make a meaningful impact on the senior healthcare landscape, you’re in the right place—and we look forward to working with you. For more information about our company, visit CuranaHealth.com. Summary We are looking for a driven, consultative, and strategically-minded Corporate Recruiter to take full ownership of our corporate recruiting function. This is not a position for a process-follower — we need a talent partner who brings urgency, creative sourcing instincts, and the confidence to challenge and guide hiring managers toward the best decisions. As our Corporate Recruiter, you will manage a high-volume, high-complexity requisition load spanning functions including Finance, HR, Operations, Legal, Marketing, IT, and Administrative leadership. You will hit the ground running — triaging, prioritizing, and building the kind of structured, scalable approach that makes great hiring happen consistently. Essential Duties & Responsibilities Full-Cycle Corporate Recruiting - Manage end-to-end recruitment for all Corporate roles across the enterprise - Own high-volume priority requisitions requiring focused sourcing and elevated candidate quality - Triage and manage active applications with a structured prioritization framework - Ensure every candidate receives a timely, professional, and branded experience Hiring Manager Partnership - Function as a true talent consultant to your hiring manager clients - Partner with managers to define ideal candidate profiles, realistic expectations, and competitive positioning - Challenge job descriptions, level-set timelines, and provide market intelligence that drives smarter decisions - Hold hiring teams accountable to timely feedback and structured interview processes - Proactively communicate pipeline status, market conditions, and recommended pivots Passive Candidate Sourcing - Go beyond the applicant pool — build pipelines of high-quality passive candidates for hard-to-fill roles - Leverage SeekOut, direct outreach, referral programs, and professional communities - Develop ongoing talent networks in key Corporate disciplines to support both current and future hiring needs Process & Pipeline Ownership - Build scalable sourcing, screening, and pipeline management processes for corporate functions - Maintain accurate and timely data in the ATS (applicant tracking system) - Report on key metrics including time-to-fill, pipeline health, source effectiveness, and offer acceptance rates - Identify and surface process gaps; propose and implement solutions Qualifications Required Qualifications - 3–7+ years of full-cycle recruiting experience, with significant focus on SG&A or corporate functions - Demonstrated expertise in passive candidate sourcing — you know how to find people who aren't looking - Strong track record managing high-volume requisition loads without sacrificing candidate quality - Experience functioning as a strategic partner to hiring managers, including pushing back and consulting on role strategy - Excellent organizational skills — you can manage multiple stakeholders, timelines, and pipelines simultaneously without dropping anything - Proficiency with ATS platforms and LinkedIn Recruiter or equivalent sourcing tools - Clear, direct communicator with strong written and verbal skills Strongly Preferred - Experience recruiting in healthcare, healthcare services, or similarly regulated/fast-growth environments - Experience building or improving recruiting processes in a scaling organization - Demonstrated success reducing time-to-fill on hard-to-fill or high-volume corporate roles Who Thrives in This Role You are a self-starter who owns outcomes, not just activities. You build trust with hiring managers quickly by delivering results and telling them the truth. You dig into problems instead of waiting for direction. You know the difference between a qualified applicant and a great hire — and you know how to go find the latter when the former isn't good enough. We’re thrilled to announce that Curana Health has been named the 147th fastest growing, privately owned company in the nation on Inc. magazine’s prestigious Inc. 5000 list. Curana also ranked 16th in the “Healthcare & Medical” industry category and 21st in Texas. This recognition underscores Curana Health’s impact in transforming senior housing by supporting operator stability and ensuring seniors receive the high-quality care they deserve.

Role Description As Sr. Director, User Acquisition you will be accountable for scaling the paid acquisition engine for mobile games and reward-based experiences, establishing a high-velocity growth machine that drives sustainable profitability at scale. You will partner with leadership to define growth strategy, direct global channels, and own acquisition ROI as a critical growth lever for the business. Primary Objectives - Lead and Scale Paid User Acquisition - Develop Predictive, Data-Driven Growth Frameworks - Drive Creative Strategy and Channel Innovation - Align Growth with Product and Monetization Strategy - Build and Lead a High-Performance Growth Organization - Maintain Competitive Advantage Qualifications - Seven or more (7+) years of user acquisition or performance marketing experience, ideally with deep involvement in mobile gaming or reward-based ecosystems. - Demonstrated track record of scaling spend to $10 M+ per month while meeting or exceeding KPI targets. - Expertise in rewarded traffic models where users are earned incentives for engagement or completion. - Strong understanding of conversion funnels, LTV modelling, retention curves, cohort analysis and incrementality testing. - Hands‐on proficiency with campaign management across platforms and networks, familiarity with MMPs and attribution tools. - Entrepreneurial mindset: comfortable in fast-moving, high-experimentation environments. - Leadership DNA: experience building and scaling a UA team, defining processes, mentoring talent, and driving performance improvements. - Ability to leverage AI-enabled tools appropriately to improve efficiency, analysis, problem solving, or content development. - Excellent cross-functional collaboration skills and strong strategic vision paired with tactical execution. Requirements - Own the end-to-end UA strategy and execution across mobile games and reward-driven experiences. - Manage and scale eight-figure monthly budgets across major ad networks while maintaining ROAS and LTV:CAC targets. - Design models for ARPU, CPI, retention, and incrementality testing. - Build dashboards and performance analytics to optimize spend and detect fraud using MMPs and attribution tools. - Oversee creative testing pipelines, ad iteration workflows, and audience segmentation. - Diversify channels through continuous testing of new DSPs, SDK networks, and reward ecosystems. - Partner with Product, Data Science, and Monetization to align UA campaigns with in-app economy design, lifecycle marketing, and offer optimization. - Recruit, develop, and mentor a top-tier UA team. - Establish scalable workflows, KPIs, and performance culture focused on experimentation and measurable impact. - Stay at the forefront of platform algorithm shifts, new media buying trends, and ad-tech innovations. Benefits - Comprehensive benefits package including medical, dental, vision, STD, LTD, and basic life insurance. - Flexible PTO and paid sick leave prorated based on hire date. - Eight paid holidays throughout the calendar year. - Option to purchase shares of Company stock commensurate with position, which vests over four years. Pay Transparency The anticipated base salary range for this position is $215,000 to $235,000. The final salary offered to a successful candidate will depend on several factors including experience, education, and training. Equal Employment Opportunity Statement At Prodege, we are committed to creating a diverse and inclusive environment. We are proud to be an Equal Opportunity Employer and do not discriminate on the basis of race, color, religion, sex, sexual orientation, gender identity or expression, national origin, age, disability, veteran status, or any other characteristic protected by law.

• Review candidate profiles, resumes, and contact details • Conduct outbound calls to new applicants. Follow the provided pre-qualification call script. Ask eligibility questions • Identify automatic disqualifiers and DSP red flags • Update candidate status in the ATS • Record detailed notes for each applicant interaction. Document reasons for rejection or progression. Maintain clear candidate records for compliance and tracking • Add applicant details into the Amazon Cortex system • Send onboarding invitations • Book training schedules for applicants • Send daily updates of newly added candidates to the team via Slack • Coordinate with HR regarding onboarding progress