• Drive end-to-end recruitment for roles on the German-speaking market • Act as an advisor to hiring managers • Partner with local HR and business stakeholders • Champion diversity, equity, and inclusion in all hiring practices • Represent the company at external events

• Own the top of funnel: Partner closely with recruiters and hiring leaders to define target profiles and build deep, data-informed sourcing strategies across multiple regions and functions. • Map the market: Develop comprehensive talent landscapes by company, skillset, and geography; identify hidden talent pools and competitor org structures to inform recruiting strategy. • Generate and engage: Use advanced Boolean, tooling, and creative sourcing channels (LinkedIn Recruiter, ClearanceJobs, SeekOut, Github, forums, niche aerospace networks, etc.) to identify and engage exceptional candidates. • Build pipelines proactively: Maintain warm relationships with high-value candidates to enable just-in-time hiring across priority programs. • Be the sourcing SME: Coach recruiters and hiring managers on market insights, talent availability, and candidate engagement best practices. • Partner for impact: Work cross-functionally with TA ops, branding, and university teams to optimize outbound messaging and candidate experience. • Track and iterate: Use data and storytelling to measure outreach effectiveness and improve conversion at every stage.

• Partner with business leaders and hiring managers in G&A functions to deeply understand their teams, hiring needs, and talent strategies. • Drive international recruiting efforts, working with legal, HR, and local hiring partners to navigate visa processes, compliance, and labor laws in multiple regions. • Develop and execute recruiting strategies that ensure strong pipelines for both G&A and international roles. • Ensure an excellent candidate experience, maintaining high engagement and clear communication throughout the hiring process. • Utilize data and analytics to track pipeline metrics, hiring efficiency, and recruiting effectiveness. • Champion diversity, equity, and inclusion (DEI) initiatives by implementing inclusive hiring practices and expanding diverse candidate pipelines. • Manage relationships with external recruiting agencies, international hiring partners, and internal stakeholders. • Stay up to date on global hiring trends, compensation benchmarks, and competitive intelligence to refine recruiting strategies.

• Manage the full-cycle recruitment process for interpreters (sourcing, screening, interviewing, and onboarding) • Source candidates through job boards, social media, referrals, and recruitment platforms • Schedule and conduct virtual interviews via Google Meet • Maintain accurate and organized candidate pipelines and ATS records • Consistently meet daily and weekly hiring targets • Collaborate with team members to ensure recruitment goals are achieved • Track and report on key recruitment metrics (candidates sourced, interviews conducted, hires made) • Deliver a professional and positive candidate experience