With a career at HMSHost, you really benefit! We Offer - Health, dental and vision insurance - Generous paid time off (vacation, flex or sick) - *401(k) retirement plan with company match - *Company paid life insurance - *Tuition reimbursement - Employee assistance program - Training and exciting career growth opportunities - Referral program – refer a friend and earn a bonus *Benefits may vary by position so ask your recruiter for details. Airport Location: Corporate Human Resources Advertised Compensation: $82,500.00 to $100,000.00 Purpose: The purpose of the Regional Talent Acquisition Specialist is to support, enhance, and optimize the training, development, and execution of talent acquisition (TA) strategies within an assigned region or area to include both retail and food and beverage. Essential Functions: - Provides new user and on-going user training to support and optimize talent acquisition tools, technologies, resources, policies, and materials and conducting virtual check-ins - Manages partial and full-cycle recruitment of key positions as assigned (posting ads, sourcing, screening, interviewing, selection, hiring, candidate experience, etc.) - Understands business trends and objectives, apply talent acquisition functional knowledge to address business and hiring challenges - Analyzes market & employment data, tracks and reports on recruiting activities (weekly/monthly/quarterly), evaluate performance trends and results - Build and cultivate strong partnerships with People & Culture and hiring managers; provides specialized guidance to help implement and optimize local recruiting efforts and hiring process for both individual and volume hiring, including new store openings - Assesses existing tools, processes and practices against predefined standards and goals. Provide recommendations for closing identified gaps to improve recruiting, hiring, candidate experience and retention - Provides specialized guidance and direction to local People & Culture partners to identify & track community recruiting resources across food & beverage and retail businesses, including Outreach programs, colleges, and universities (culinary, retail, business, and hospitality programs), job fair vendors and organizations, diversity focused groups, etc. - Coordinates recruiting resources and supports locations in the effective use of enterprise recruiting platforms and applicant tracking systems, as well as approved talent attraction channels, in alignment with TA strategy - Facilitates and manages talent acquisition contracts, including billing, reporting, and assessing return on investment - Engages with regional locations to identify recruiting challenges and analyze performance data, sharing findings with Senior Manager of Talent to support tailored recruiting and staffing strategies Reporting Relationship: The Regional Talent Acquisition Specialist reports to the Senior Manager of Talent Acquisition Minimum Qualifications, Knowledge, Skills, and Work Environment: - Education and Experience: The combination of education and professional experience must exceed 6 years: - In a technical role: Requires 6 years of experience engaged in intermediate level, full-cycle recruiting experience in large, multi-state, multi-unit hospitality/restaurant/retail environment - A bachelor’s degree in a program related to the functional area can count for 2 of the six-year requirement - In the industry: 3+ years of Hospitality, F&B and/or Retail experience - Specialized Training: - Training that leads to proficiency of talent acquisition and search tools - Training that leads to knowledge of best-in-class recruiting processes, standards, and strategies - Specialized Skillset/Competencies/Traits: - Demonstrated ability using data to analyze staffing and retention barriers and developing solutions for hard to fill and high-volume staffing challenges - Demonstrated experience with managing programmatic ad strategy and an RPO a plus - Demonstrated ability to work in a highly matrixed environment; this position works highly independently at most times, but also works collaboratively on talent projects and large recruiting initiatives on an as-needed basis - Demonstrated proficiency with applicant tracking systems and talent acquisition tools, with the ability to adapt to new technology efficiently - Business acumen and have the mindset required to understand the long-term implications of talent acquisition planning and to advance the organization’s goals - Demonstrated history of understanding the needs of the business, stakeholders, the employee population, and individual circumstances - Demonstrated history of creating and maintaining positive work environments - Location/Travel: - This is a remote position based preferably in the geographical area within its assigned area/region. Location near a major airport is required. - Requires up to 40% travel for job fairs, events, location visits, and/or meetings Avolta, including Dufry, HMSHost Corporation, Hudson, and affiliates (“the Company”), is an equal opportunity employer. It is the Company’s policy to ensure equal employment opportunity in all aspects of employment and to comply with anti-discrimination laws and regulations. The Company prohibits discrimination and harassment of any type and provides equal opportunities to applicants and team members without regard to actual or perceived race, color, creed, age, religion, sex or gender (including pregnancy, childbirth, related medical conditions and lactation), gender identity or gender expression (including transgender status), sexual orientation, national origin, disability, military service and veteran status, ancestry, citizenship status, marital status, protected medical condition as defined by applicable state or local law, genetic information, or any other basis protected by applicable federal, state or local laws and ordinances (referred to as “protected characteristics”).

• Collaborate with the HRBP to understand business objectives and hiring needs. • Act as a strategic advisor on talent market trends, competitive intelligence, and hiring strategy, challenging assumptions and shaping search approaches with data and insight. • Translate business needs into tailored recruitment strategies that balance speed, quality, candidate, and hiring manager experience. • Provide proactive talent-market insights that inform hiring decisions and workforce planning. • Lead end-to-end recruitment for roles across multiple functions and levels, with a focus on sales, technical, engineering, and corporate functions. • Develop and execute comprehensive sourcing strategies leveraging multiple channels, including LinkedIn Recruiter, Boolean search techniques, industry networks, market mapping, and competitive intelligence. • Build and maintain robust talent pipelines for recurring, hard-to-fill, and future state roles. • Manage complex hiring situations, including compensation negotiations and international employment considerations. • Hire to level and budgeted compensation, owning offer negotiations and extensions, preparing and sending offer letters, and guiding candidates through close. • Establish scalable recruiting processes, workflows, and best practices as a foundational member of the TA team. • Utilize Greenhouse ATS to manage requisitions, maintain data integrity, produce actionable reports, and drive process improvements. • Create and implement talent mapping frameworks, intake processes, and hiring manager and team enablement tools. • Contribute to the development of TA metrics, dashboards, and reporting that demonstrate business impact. • Deliver a best-in-class, consistent candidate experience through clear communications, transparency, and professionalism at every touchpoint. • Serve as an ambassador for ExtraHop’s mission, culture, and employee value proposition. • Build long-term relationships with candidates, maintaining engagement for future opportunities.

• Build the Turkey recruiting function from the ground up, including hiring a team of 3–4 recruiters; define the team structure, roles, and success criteria in partnership with People leadership. • Lead, coach, and develop the recruiting team once in place, setting clear goals, providing ongoing feedback, and fostering a high-performance culture. • Own the full-cycle recruiting process for technical and non-technical roles, from intake and sourcing through offer and close. • Design and continuously improve talent acquisition processes, frameworks, and tooling to drive efficiency, quality of hire, and candidate experience. • Partner closely with hiring managers and business leaders to understand workforce needs and build proactive talent pipelines. • Define and track recruiting metrics (time-to-fill, quality of hire, source effectiveness, etc.) and present regular reporting to People leadership. • Ensure a consistently excellent, human-centered candidate experience throughout the hiring journey. • Stay current on market trends, compensation benchmarks, and talent availability in Turkey's technology and fintech sectors.

Hiring Influence | Process Ownership | Remote Flexibility At Neighbors Bank, a leading innovator in the mortgage industry, hiring isn’t about moving candidates through a process — it’s about making the right decisions about people. We’re looking for someone to help us build a better recruiting function. This role sits at the center of that work. In this fully remote position, you’ll help run the day-to-day execution of our hiring process (managing pipelines, communicating with candidates, and conducting phone screens) but just as importantly, you’ll evaluate talent, form opinions, and contribute to improving how we hire. This is not a tradition HR role, but instead a performance hiring role where judgment and decision-making matter just as much as execution. If you’re someone who naturally questions how things are done, notices patterns, and is comfortable making decisions, you’ll likely find this role both challenging and rewarding. What You'll Do This role blends execution, ownership, and improvement. Run and Support Hiring Processes - Manage candidate pipelines across multiple roles, ensuring a clean, organized, and efficient process - Communicate directly with candidates via email and phone — scheduling, updates, and ongoing touchpoints - Conduct phone screens and make informed recommendations on which candidates should move forward Take Ownership of Select Roles - Take ownership of portions of the hiring process end-to-end for certain roles - Make clear, thoughtful recommendations on candidate progression - Partner with hiring managers and internal stakeholders to move decisions forward Improve How We Hire - Contribute to refining job ads, interview questions, and evaluation methods - Identify gaps or inefficiencies in our hiring process and help improve them - Support ongoing development of tools, workflows, and systems within our ATS Help Us Expand Our Approach - Contribute to exploring sourcing strategies and alternative ways to identify strong candidates - Leverage AI tools and new technologies to improve efficiency and decision-making A quick note on candidate sourcing: We currently benefit from strong, high-volume inbound candidate flow. That said, we’re actively exploring ways to expand into sourcing and other proactive strategies, and this role will have the opportunity to help us build that capability over time. Are You the One? This role could be a strong fit for individuals who naturally: - form opinions quickly — and can explain why - notice patterns others might miss - ask better questions instead of accepting surface-level answers - are comfortable challenging how things are done If that sounds like you, you’ll likely thrive here and find the work both demanding and deeply satisfying. If you’re looking for a highly structured, process-following HR role, this will not be the right fit What We’re Looking For We’re not looking for a traditional recruiter, or HR generalist. We’re looking for someone who can think, evaluate, and operate independently. Someone who understands that hiring is not just a process to manage, but a problem to solve. This role pays an annual salary and will range from $65,000 - $70,000/yr (based on experience). Required - Direct and recent (within past 2 years) involvement in evaluating candidates and influencing hiring decisions in a previous role (minimum of 12 months / 1 year experience required) - Demonstrated experience evaluating people and making decisions that impacted hiring or team outcomes - Familiarity and comfortability implementing and leveraging AI tools on the job - Ability to operate independently in a fast-paced, high-volume environment - Strong communication skills (written and verbal) - High attention to detail and strong organizational ability - Comfort working with systems and tools in a remote environment - Ability to adapt quickly as priorities and processes evolve Preferred - Experience supporting or running hiring processes, including candidate screening and recommendations - Experience in a performance-driven or metrics-based environment (sales, operations, etc.) - Exposure to high-volume hiring environments - Experience writing or refining job ads, interview questions, or hiring workflows - Familiarity with applicant tracking systems (ATS), ideally Greenhouse ATS - Experience working in a remote-first environment - Experience sourcing candidates using LinkedIn, job boards, or alternative strategies Experience matters, but judgment matters more. Here’s what will make you stand out: - You form clear opinions and can explain your reasoning without hesitation - You’ve influenced real decisions, not just supported them - You naturally look for ways to improve how things are done - You balance curiosity about people with a strong focus on performance and results - You actively use AI tools or new technologies to improve how you work - You’re willing to test ideas, take risks, and learn quickly when something doesn’t work Who This Role Is Not For This role is intentionally selective, and it’s likely not a fit if: - You prefer to follow established processes rather than improve them - Your experience has been focused primarily on sourcing or resume screening without evaluating candidates - You’re uncomfortable forming opinions or making recommendations - You thrive in highly structured environments where priorities rarely change - You view recruiting as a process to manage, rather than a problem to solve - You are not actively using or exploring AI tools in your work Where We’re Hiring Neighbors Bank is actively hiring candidates who reside in only the following states: AL, AZ, AR, FL, GA (all counties except DeKalb and Fulton), ID, IA, IN, KS, MS, MO, MT, OK, SC, TX, UT, and VA Unfortunately we cannot consider any exceptions to this location requirement. What Makes This Role Exciting? Remote-First with Flexibility: Operate in a fully remote role with the autonomy to manage your day, stay organized, and focus on outcomes that drive real impact. Real Influence on Hiring Decisions: Play a direct role in shaping teams across the company by evaluating candidates, forming recommendations, and contributing to who we hire. Be Part of Something Bigger: Join a fast-growing team with a thriving, award-winning culture that’s been recognized as a Top Workplace in the Financial Services industry. Comprehensive Benefits: Including health and dental coverage, a wellness program, 401(k) matching, PTO, paid holidays, and more. Problem Solvers Wanted: This role is ideal for individuals who enjoy figuring things out, improving systems, and making processes more effective over time. Why Neighbors Bank? Neighbors Bank is more than just a workplace – it’s a community. Our mission is to Enhance Lives, and we’re passionate about doing that through innovative solutions and a culture of collaboration and excellence. Neighbors Bank is a leading innovator in the mortgage industry, and looking for individuals that thrive on challenges, adapt quickly to change, and are driven by performance and impact. If you’re ready to join a team where your contributions truly matter, we’d love to hear from you! The People and the Culture are Neighbors Bank’s greatest strengths. We seek individuals who are passionate about their job, deliver results with integrity, and enjoy enhancing the lives of others every day. Neighbors Bank’s recognition as being a Top Workplace in Financial Services: Top Workplaces. Neighbors Bank is proud to be an Equal Opportunity Employer committed to creating a diverse and inclusive workforce. We consider all qualified applicants without regard to race, religion, color, sex, national origin, age, sexual orientation, gender identity, disability, veteran status, or other legally protected classifications.