• Partner with hiring managers to develop a strong understanding of position requirements and verify number of openings for licensed clinical positions within assigned divisions, states and/or group • Consult with and coach hiring managers through the selection process; provide overview of pre-screen results to hiring managers; recommend candidates for interviews • Proactively source to secure talent based on current and future business needs leveraging diverse recruiting resources including employee referrals, professional organizations, educational institutions, cold calling, and networking to identify and recruit the best talent and ensure a diverse applicant pool • Use independent discretion to identify and select appropriate advertising and sourcing methods and resources using a wide range of media (e.g. newspapers, magazines or local radio, Internet job sites, licensure lists, conferences, job fairs, etc.) • Review, evaluate, and screen candidates for skill level, experience, and knowledge in relation to position requirements as well as for core values and culture fit • Represent and promote the DaVita Brand, core values, and key aspects of the role • Conduct and document post-interview feedback with hiring managers and candidates • Use ATS (Applicant Tracking System) to manage candidate flow and ensure compliance with documented hiring processes, reporting needs, and integrity in all recruiting efforts • Meet recruiting timelines and goals, including metrics, as established by department management.

• Manage the full-cycle recruitment process for technical and non-technical roles up to G7 level, ensuring high-quality hires and alignment with business needs. • Partner closely with Hiring Managers and People Business Partners to define hiring strategies, evaluation criteria, and ensure a seamless calibration through kickoff meetings. • Develop and implement innovative sourcing strategies to build diverse talent pipelines and improve overall hiring effectiveness. • Drive a positive candidate experience by maintaining transparent communication, providing timely feedback, and acting as a professional brand ambassador for Wellhub. • Analyze recruitment metrics and data to identify bottlenecks, optimize processes, and formally propose improvements to increase the TA function's efficiency. • Ensure compliance with global labor laws, internal SLAs, and data accuracy (cost centers, candidate stages, and budget alignment) within our ATS (Greenhouse). • Promote diversity, equity, and belonging by proactively sourcing from underrepresented groups and mitigating biases throughout the selection process. • Collaborate with cross-functional teams (People Ops, OD&B) to ensure smooth onboarding and contribute to employer branding initiatives. • Live the mission: inspire and empower others by genuinely caring for your own wellbeing and your colleagues. Bring wellbeing to the forefront of work, and create a supportive environment where everyone feels comfortable taking care of themselves, taking time off, and finding work-life wellness.

• Lead High-Impact Searches • Own full-cycle recruiting • Partner closely with senior leadership and hiring managers to define candidate profiles and search strategy • Drive structured, high-quality interview processes • Serve as a trusted advisor on market trends, talent mapping, and candidate calibration • Lead structured executive-level screening conversations • Assess leadership capabilities, strategic thinking, and cultural alignment • Build Proactive Talent Pipelines • Develop outbound sourcing strategies for senior and hard-to-fill roles • Build long-term talent pipelines across competitive markets • Leverage market mapping to support future hiring needs • Company & Opportunity Positioning (Selling the Role) • Articulate the company vision, strategy, and competitive positioning • Clearly communicate growth trajectory and business momentum • Sell the scope, impact, and upside of the role • Position compensation, equity, and long-term value proposition effectively • Candidate Experience & Shepherding • Act as the primary point of contact throughout the process • Set clear expectations on timeline, decision-making, and interview flow • Prepare candidates for each stage (stakeholder context, priorities, dynamics) • Maintain consistent communication and transparency • Manage sensitive conversations (comp, concerns, competing offers) • Ensure a white-glove executive candidate experience • Elevate Recruiting Excellence • Maintain a high bar for candidate experience • Utilize ATS systems effectively (Greenhouse experience preferred) • Contribute to process improvements and hiring rigor • Use data and metrics to continuously improve hiring outcomes

• Facilitate and handle all administrative tasks during the hiring and onboarding process • Create candidate profile pages in preparation for client endorsements, which includes video profile coordination, profile creation and following up with requirements • Advise candidates of all necessary pre-employment requirements such as BYOD specifications, extending and receiving signed offer letters, initiating background check requests, etc. • Ensure all new hires receive their New Hire Onboarding details such as their welcome email and company credentials • Coordinate with candidates for pre-employment medical exam steps • Monitor and track the progress of all necessary steps during the hiring and onboarding process of each candidate or new hire • Assist with sourcing or other tasks as needed • Collaborate with other departments as needed to support talent acquisition efforts • Adhere to company policies and procedures • Meet or exceed performance targets for related KPIs • Continuously improve knowledge of products, services, and processes by participating in training programs and continuous learning modules • Collaborate with other departments as needed • Maintain a positive, empathetic, and professional attitude toward customers and colleagues at all times • Perform other duties as assigned