• Responsible for sourcing, screening, and recommending qualified candidates • Embody and promote CIAT's values • Build strong talent pipelines • Coordinate with hiring managers • Conduct interviews to assess candidate qualifications • Support the pre-onboarding process • Execute recruitment strategies to meet hiring goals • Ensure all recruitment activities comply with company policies and relevant regulations

• The Senior Recruiter is responsible for Service Excellence throughout the recruitment cycle. • Acts as a brand ambassador for their client and partners with hiring managers in a consultative capacity. • Focused on delivering top talent for their hiring managers while providing proactive and timely communication on the status of the search. • Expected to stay abreast of industry and market specific information or trends that could impact the search. • Acts as a mentor to Recruiters as well as other team members. • Demonstrates innovation and outside of the box thinking with their search techniques. • Complete a detailed job scope conversation with the hiring leader to determine position specifications. • Timely review of applicants who have applied via the applicant tracking system. • Build and deploy effective recruitment marketing campaigns specific to the job opening. • Source candidates via resume databases and networking sites using sophisticated Boolean search language. • Source candidates via social media channels and deep web sourcing techniques. • Solicit and pursue referrals from business networks and/or internal referrals. • Provide value propositions uniquely tailored to each candidate situation and interest level in the job. • Prepare candidates for interviews; providing logistical information, interview schedule, appropriate attire and expectations for follow up from the recruiter; additional counsel as needed. • Ensure all candidates are provided with timely updates concerning the status of their applications and interviews. • Conduct professional and thoughtful phone interviews that are infused with industry/role specific probing questions as the conversation/interview dictates. • Compare candidate phone interview notes and skills assessments with requisition specifications to determine if the candidate is a match for the role. • Articulate a job offer and drives for candidate acceptance. • Partner with the hiring manager to ensure the offer is accepted by the candidate.

• Responsible for Service Excellence throughout the recruitment cycle. • Act as a brand ambassador for the client, focused on delivering exceptional talent while providing proactive and timely communication on the status of the search. • Serve as subject matter expert in talent acquisition and provide consultative direction and industry expertise to hiring leader. • Lead a detailed job scope meeting with the hiring leader to determine position specifications and provide relevant market data. • Review of candidates who have applied via the Applicant Tracking System (ATS). • Evaluate candidate qualifications against position requirements and determine who to move forward in the recruitment process. • Develop and manage recruitment marketing plans or sourcing plans to determine the most appropriate candidate sources. • Source candidates via resume databases, search engines, and networking sites using Boolean search language. • Utilize Cielo’s proprietary software for mobile and email campaigning to talent communities. • Ensure candidates are provided with timely updates concerning the status of their applications and interviews. • Draft and utilize phone interview templates and use independent judgment to compare candidate notes and skills assessments to determine fit. • Partner with the hiring leader to determine offer details, using market data to support recommendations.

• Manage all aspects of the full cycle recruitment process for the organization, including recruiting, interviewing, assessment, selection, and onboarding. • Coordinate and distribute resumes to managers for review, schedule interviews and track status, warrant timely candidate feedback from hiring managers. • Build a pipeline to meet the talent needs of the organization, including but not limited to outreach to potential active and passive candidates via multiple sources. • Partner with hiring managers at different business units on regular basis to understand current talent gaps, organizational changes and quickly adjust recruiting plans to prioritize business needs accordingly. • Establish credibility with the business as a trusted advisor who provides expert advice relative to the integration of talent acquisition processes, programs and practices to drive efficiency and increase productivity of the TA function.