• Act as a consultative partner to business leaders, providing market insights, talent strategies, and workforce planning recommendations. • Influence hiring decisions through data-driven insights and competitive intelligence. • Own end-to-end recruitment for critical roles across the Organization, including sourcing, assessment, and offer negotiation. • Develop innovative sourcing strategies to attract passive and niche talent globally. • Deliver a high-touch, personalized experience for candidates, ensuring every interaction reflects the Fanatics brand. • Champion diversity and inclusion throughout the hiring process. • Build strong relationships with senior executives, hiring managers, and cross-functional partners to align talent priorities. • Engage with Compensation, HR Business Partners, Benefits, and related stakeholders at key stages of the hiring lifecycle to inform decisions, align strategy, and drive successful outcomes. • Provide regular updates and reporting on recruiting progress, challenges, and market trends. • Identify and analyze key talent, pipeline, and KPI data to uncover trends and actionable insights, translating metrics into clear, compelling narratives that guide hiring managers and influence strategic recruiting decisions. • Leverage data-backed storytelling to align hiring teams, shape sourcing and selection strategies, and continuously improve recruiting processes in support of evolving business needs. • Use technology and analytics to streamline recruiting workflows, measure performance across the hiring process, and drive greater efficiency.

• Develop and execute comprehensive talent acquisition strategies aligned with organizational goals, including executive recruiting, campus recruitment, and internal sourcing initiatives. • Lead end-to-end recruitment processes utilizing ATS platforms (i.e. Workday) to track candidate pipelines and streamline hiring workflows. • Manage relationships with business leaders and hiring managers to understand staffing needs, craft compelling job descriptions, and set realistic expectations for candidate quality and timelines. • Conduct high-level negotiations with candidates regarding employment terms, compensation packages, and contracts to secure top talent while maintaining compliance with employment laws. • Oversee sourcing efforts across social media platforms, job boards, cold calling campaigns, and research activities to generate a robust pool of qualified candidates. • Coordinate interview processes by training hiring teams on interviewing best practices, evaluating candidate fit through behavioral and technical assessments, and ensuring a positive candidate experience. • Lead employer branding initiatives by managing social media presence and leveraging systems to enhance visibility among target audiences.

• Support the full recruitment process across roles, from sourcing and screening to interview coordination and offer support. • Source candidates through a mix of channels, including LinkedIn, referrals, job boards, and proactive outreach. • Screen resumes and conduct initial candidate screens to assess basic role fit, motivation, and communication. • Coordinate interviews, scheduling, and feedback collection with candidates and hiring managers. • Maintain accurate and up-to-date candidate records in the ATS, ensuring data quality and process consistency. • Support recruiting projects and process improvements as the team scales, including candidate experience and employer branding initiatives. • Help keep hiring operations organised, responsive, and moving at pace.

• Support the full recruitment process across roles, from sourcing and screening to interview coordination and offer support. • Source candidates through a mix of channels, including LinkedIn, referrals, job boards, and proactive outreach. • Screen resumes and conduct initial candidate screens to assess basic role fit, motivation, and communication. • Coordinate interviews, scheduling, and feedback collection with candidates and hiring managers. • Maintain accurate and up-to-date candidate records in the ATS, ensuring data quality and process consistency. • Support recruiting projects and process improvements as the team scales, including candidate experience and employer branding initiatives. • Help keep hiring operations organised, responsive, and moving at pace.