• Build relationships with studio leadership and hiring managers to align expectations for hiring needs. • Develop project-based sourcing strategies to attract top animation talent via social platforms (LinkedIn, Vimeo, etc.) and creative outreach. • Foster long-term relationships with prospective candidates and alumni to maintain a sustainable talent pipeline. • Create job descriptions, develop interview questions, review applications, and facilitate interviews for a seamless candidate experience. • Maintain the animation talent database and applicant tracking system (ATS) to ensure accurate records and productive use of software tools. • Assist hiring managers in reviewing applications and shortlisting candidates using the ATS. • Advocate for internal talent equity goals and ensure candidates align with the studio’s unique culture and values. • Partner with the Talent and Culture team to refine compensation, employment types, and assignment terms. • Upon request, attend hiring events and job fairs to promote the studio and connect with potential candidates. • Stay informed of industry trends to keep recruitment strategies competitive.

• Own full cycle recruiting for cleared IT roles including sourcing, screening, interviewing, negotiating, and guiding candidates through onboarding across clearances from Public Trust to TS/SCI. • Drive pre award recruiting by building qualified pipelines, identifying key personnel, and providing sourcing support for proposals and bids. • Collaborate with hiring managers, capture teams, and program leads to anticipate staffing needs and align candidate pipelines with evolving mission requirements. • Execute data informed sourcing strategies using tools like LinkedIn Recruiter, Indeed, ClearanceJobs, and your professional networks. • Support high volume and surge hiring during proposals, contract transitions, and program ramp ups while maintaining candidate experience and compliance. • Track and analyze ATS metrics to drive process improvements, pipeline visibility, and proposal readiness reporting. • Represent MetroStar at cleared recruiting events, job fairs, and networking opportunities to expand brand presence and talent reach. • Partner with internal stakeholders to craft compelling job postings, refine candidate profiles, and continuously enhance candidate experience.

When joining PerkinElmer, you select an experienced and trusted leader in scientific solutions, with the support of a global service network and distribution centers, providing the right solution, at the right time, to meet critical customer needs. With over an 80+ year legacy of advancing science and a mission of innovating for a healthier world, our dedicated team collaborates closely with commercial, government, academic and healthcare customers to deliver our broad portfolio of analytical solutions, and OneSource services. Job Title Senior Talent Acquisition Administrator - Project Farma Location(s) US Remote - NC Job Description Project Farma’s purpose is to improve patient lives by accelerating the delivery of life-changing therapies. We accomplish this through the successful execution of high-quality life sciences projects across the full project lifecycle. Project Farma (PF) team members collaborate with cross-functional teams to build trusted client relationships, deliver an exceptional customer experience, and contribute to business growth by identifying opportunities and applying data-driven insights to support project planning, cost, schedule, and performance management. All team members are expected to embody Project Farma’s values by being curious, personable, and unselfish, while maintaining a strong commitment to a Patient Focused and People First mindset. The Talent Acquisition Coordinator plays a critical role in enabling hiring execution in a fast‑paced, high‑growth environment. This position serves as the primary liaison between Talent Acquisition, Operations, Hiring Managers, and cross‑functional partners, ensuring clear communication, follow‑through, and operational discipline throughout the hiring lifecycle. The ideal candidate brings prior experience in a high‑volume, high growth environment and is comfortable managing competing priorities, driving follow‑up across multiple stakeholders, and proactively identifying and resolving breakdowns in process or communication. Key Responsibilities TA & Operations Liaison - Act as the central point of coordination between Talent Acquisition, Operations leaders, hiring managers, and external partners. - Manage and organize communication flow across all parties to ensure timely responses, alignment, and accountability. - Proactively follow up on open action items, interview feedback, approvals, and next steps to keep hiring moving forward. - Identify communication gaps or process bottlenecks and escalate or resolve as appropriate. Hiring Process Coordination - Coordinate interview scheduling across multiple stakeholders, time zones, and priorities, often under tight timelines. - Track candidate movement through the hiring process and ensure accuracy and timeliness in the ATS. - Support offer coordination and pre‑hire logistics in partnership with TA Partners and HR. - Ensure hiring managers understand expectations, timelines, and required inputs throughout the process. Operational Excellence & Process Management - Maintain organized, up‑to‑date trackers and reporting to support hiring visibility and decision‑making. - Partner with TA leadership to reinforce standardized hiring processes while adapting to the realities of a high‑growth environment. - Anticipate downstream impacts of delays, missed handoffs, or incomplete information and act quickly to course‑correct. - Support continuous improvement of TA workflows, communication standards, and coordination practices. Stakeholder & Candidate Experience - Represent the Talent Acquisition function with professionalism, urgency, and follow‑through. - Ensure candidates and internal stakeholders experience a well‑organized, responsive, and professional hiring process. - Balance candidate experience with business urgency in a consulting‑style environment. Attributes for Success - Technical Delivery: Applies advanced knowledge and professional expertise - Innovation & Continuous Improvement: Seeks better ways, adapts to change and champions new ideas. - Customer Focus & Professionalism: Represents PF with consistent professionalism, appropriate escalation and respect for internal stakeholders, even during high stress delivery situations - Integrity & Humility: Demonstrates self-awareness and puts PF mission above ego. - Collaboration & Communication: Communicates clearly and proactively and drives transparent alignment with clients - Project Execution: Delivers reliably, manages priorities and drives for high quality outcomes - Growth Mindset: Shows openness to new ideas, feedback and change Experience Required - 3–6+ years of experience in Talent Acquisition coordination, recruiting operations, staffing, or agency/consulting environments or combined experience as an executive admin or administrative coordinator. - Proven ability to operate in fast‑paced, high‑growth organizations with frequent change and competing priorities. - Experience with complex scheduling coordination. - Has worked with all levels in an organization. - Strong organizational skills with the ability to manage multiple workflows simultaneously without dropping details. - Exceptional follow‑up, communication, and stakeholder management skills. - Comfortable navigating ambiguity, pushing for clarity, and holding others accountable to timelines. - Experience working with ATS platforms and recruiting workflows (Workday experience a plus). - High attention to detail, sound judgment, and a proactive, solutions‑oriented mindset. Other Preferred - Eastern or Central time zone preferred. Applicants must be authorized to work in the United States on a full-time basis. We will not sponsor applicants for current or future work visas for this position. This position may require significant travel to support project and business needs. We cannot employ anyone with an invalid driver's license. The annual compensation range for this full-time position is $(25.00/hour) to $(50.00/hour). The final base pay offered to the successful candidate will be determined by factors including internal equity, work location, as well as individual qualifications, such as job-related skills, experience, and relevant education or training. PerkinElmer is committed to creating a diverse environment and is proud to be an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, disability status, age, or veteran status or any other characteristics protected by applicable law. PerkinElmer is committed to a culturally diverse workforce.

• Proactively identify new candidates across a broad spectrum of roles • Engage and attract passive candidates through sourcing and fielding applications • Full end to end recruiting: sourcing, managing the interview process, prescreening, and extending offers • Building a good relationship with hiring managers to discuss needs and determine applicant requirements to deliver quality talent • Conduct intakes to identify the hiring team's need and effectively apply it in prescreens to match the candidates' skills to the requirements • Gain an understanding of the business and work closely with cross functional team ie. Human Resources, Finance, Operations • Build and leverage applicant channels (e.g., social media, internet sites, LinkedIn, Job boards) • Own individual candidate experience and provide each candidate with a high-touch, personalized talent experience • Understand and comply with all hiring policies, legislation, and guidelines • Managing weekly candidate tracking and reporting