• Identify and secure partnerships with organizations willing to help recruit Futuro Health scholars. • Research and evaluate potential partner organizations—including nonprofits, workforce boards, schools, employers, and community groups—to determine alignment with Futuro Health’s mission and target scholar populations. • Initiate contact and build strategic relationships to support recruitment pipelines, ensuring partners understand program benefits and engagement expectations. • Develop and maintain a partnership portfolio, documenting outreach, engagement levels, and partnership impact. • Make initial outreach via phone and email to introduce Futuro Health and provide recruiting materials for them to distribute. • Craft compelling outreach messages tailored to various audiences, conveying Futuro Health’s value proposition clearly and professionally. • Conduct introductory calls and send outreach emails to key contacts, providing digital or physical resources to support scholar recruitment. • Follow up consistently to nurture interest and encourage partners to actively share opportunities with their networks. • Schedule in-person meetings when appropriate to introduce Futuro Health and provide recruiting materials for them to distribute. • Coordinate and conduct meetings with community leaders, educators, career advisors, employers, and other stakeholders to build awareness and trust. • Present program offerings, scholarship pathways, and partnership opportunities in a clear and engaging manner. • Research community events in target regions and secure spots for Recruitment Specialists to have tables showcasing Futuro Health’s training opportunities. • Identify high-impact events such as job fairs, community festivals, college resource days, workforce summits, and health fairs. • Evaluate each event’s audience demographics and alignment with recruitment goals before securing participation. • Manage booth registration, logistics, and necessary materials to ensure successful representation by the Recruitment team. • Build relationships with community organizations to expand recruitment channels. • Maintain accurate records of outreach activities and employer responses in CRM systems. • Use data to prioritize outreach efforts and support long-term partner relationship management.

• Source and engage Travel Nurses and Allied clinicians nationwide • Manage candidate pipelines from outreach through placement • Submit qualified clinicians to active travel assignments • Build and maintain long-term relationships with clinicians • Communicate consistently with candidates throughout the placement process • Maintain organized tracking of candidate pipelines and submissions

• Manage the **end-to-end recruitment lifecycle**, including role scoping, sourcing, screening, interviewing, and offer management. • Partner with hiring managers and business leaders to understand workforce planning needs and develop effective hiring strategies. • Source candidates through multiple channels including job portals, professional networks, referrals, social platforms, and direct outreach. • Build and maintain a strong pipeline of qualified candidates for current and future hiring requirements. • Conduct candidate screening, competency-based interviews, and evaluation to ensure quality hiring decisions. • Coordinate interview processes between candidates and internal stakeholders to ensure a seamless and efficient hiring experience. • Negotiate compensation packages and manage offer rollouts while ensuring alignment with company policies. • Drive recruitment metrics and analytics such as time-to-hire, quality of hire, and sourcing effectiveness to continuously improve hiring processes. • Enhance employer branding by representing the organization across professional platforms and recruitment initiatives. • Ensure compliance with internal HR policies and hiring standards throughout the recruitment process. • Support onboarding coordination to ensure a smooth transition for new hires into the organization. • Mentor junior recruiters and contribute to building strong recruitment capabilities within the HR team.

• Partner closely with Talent Partners and Hiring Managers to drive candidates through the interview, offer, and hiring process. • Manage complex scheduling for remote and in-person interviews across global time zones, including travel when needed. • Act as the point of contact and advocate for candidates throughout the process, ensuring clear, timely communication. • Prioritise and manage multiple Talent Partners and candidates while providing world-class service. • Collect and organise interviewer feedback after each conversation so Talent Partners have the data to move candidates forward quickly. • Keep ATS records accurate and up to date, with strong data hygiene and attention to detail. • Support the Talent team on procedure, process, and project improvements. • Bring positive energy, a collaborative mindset, and a lean-in attitude to meet SLAs and team objectives every day.