Role Description ReFocus Eye Health is seeking a dynamic and driven Provider Recruiter to support our continued growth across the Northeast. This role will play a critical part in building and maintaining a strong pipeline of optometrists, while also supporting physician sourcing initiatives across key specialties, including retina and general ophthalmology. This is an ideal opportunity for a recruiter who thrives in a fast-paced, relationship-driven environment and enjoys both high-volume sourcing and strategic pipeline development. Remote, MUST live in the Northeast or Mid Atlantic area. Key Responsibilities: - Optometry Recruitment (Primary Focus) - Lead sourcing and pipeline development for Optometrist (OD) hiring, with a focus on Pennsylvania and surrounding markets. - Proactively identify and engage candidates through job boards, outreach campaigns, and school partnerships. - Conduct initial candidate outreach and screening calls. - Coordinate interviews and manage candidate flow through the hiring process. - Partner with internal stakeholders to understand practice needs and align candidate profiles. - Physician Sourcing & Pipeline Development - Support sourcing efforts for ophthalmologists across key specialties, including retina and general ophthalmology. - Build and maintain passive candidate pipelines for future hiring needs. - Assist in outreach campaigns and follow-ups to engage physician talent. - Track and report on sourcing activity and pipeline progress. - Events & Relationship Building - Support planning and execution of recruiting events, including residency and optometry school engagement (e.g., dinners, networking events). - Represent ReFocus at select industry and school events (approximately 10–15% travel, quarterly). - Build relationships with training programs and early-career talent. Qualifications - 5+ years of recruiting, sourcing, or talent acquisition experience (healthcare experience preferred). - Strong sourcing skills and comfort with proactive outreach. - Highly organized with the ability to manage multiple priorities and pipelines. - Excellent communication and relationship-building skills. - Experience with applicant tracking systems (ATS) and recruiting platforms such as LinkedIn, PracticeMatch, or Doximity is a plus. - Willingness to travel approximately 10–15% for recruiting events.

Senior Recruiter with German in Poland Location: Poland - Remote Job Description: Requisition ID 26140 Country Poland Location type Remote About Us Korn Ferry is a global consulting firm that powers performance. We unlock the potential in your people and unleash transformation across your business - synchronizing strategy, operations, and talent to accelerate performance, fuel growth, and inspire a legacy of change. That's why the world's most forward-thinking companies across every major industry turn to us - for a shared commitment to lasting impact and the bold ambition to Be More Than. Headquartered in Los Angeles, our over 9,000 colleagues globally serve clients in more than 50 countries. We offer five core capabilities that span the full talent lifecycle: - Organizational Strategy - Assessment and Succession - Talent Acquisition - Leadership Development - Rewards and Benefits Job description We are looking for a (Senior) Talent Acquisition Partner to join Korn Ferry, and support one of our global RPO Clients. As part of Korn Ferry, the Senior Recruiter will build and develop client relationships through excellence in the recruiting process, including sourcing, screening, evaluating and marketing candidates to clients in an onsite or offsite environment. The role is focused on candidate relationship management, as well as customer focus and responsiveness in customer contact activities. The Senior Recruiter is the internal expert on candidate tracking systems, search methodologies and recruiting process efficiency. Key Accountabilities - Focus on direct sourcing methodologies to attract top talent for roles across the business - Recruitment across a range of functions for professional and technical roles - Managing the full end-to-end recruitment cycle from initial hiring manager briefing through to offer management - Engage with stakeholders across the business, regularly updating all parties on the status of your allocated requisitions - Develop and implement sourcing strategies and channels to build relevant talent pool Skills & Experience - Significant Recruitment experience gained within an RPO, agency or inhouse environment, managing the full end to end recruitment process with knowledge of designing and implementing direct sourcing strategies - Flexibility to adapt and support other business needs when required - Recruitment process with knowledge of designing and implementing direct sourcing strategies - Excellent senior stakeholder managements skills - Adaptability in a changing environment, being able to manage changes in processes swiftly - Must be fluent in Polish, English & German (written & oral) Korn Ferry may use AI as part of its recruitment process, but all hiring decisions are made by humans. Internal Mobility at Korn Ferry

• Own full-cycle recruiting for senior GTM roles across Sales (AEs, SDR leadership, sales management), Marketing (demand gen, PMM, brand), Customer Success, and Partnerships • Partner with GTM leaders and the executive team as a strategic advisor on org design, leveling, comp benchmarking, and hiring plans • Build sourcing strategies that consistently surface top-quartile talent — direct sourcing, referrals, networking, and creative outbound • Run sharp, candidate-loving interview processes: intakes, scorecards, debriefs, offers, and close • Use data to drive decisions — pipeline health, conversion rates, time-to-fill, quality-of-hire • Coach hiring managers on interviewing, calibration, and selling Engine • Continuously improve the GTM hiring playbook: rubrics, interview kits, sourcing motions, employer brand

• Own full-cycle recruiting for senior G&A roles across Finance & Accounting (FP&A, controllership, tax, treasury), People (HRBPs, Talent, Total Rewards, L&D), Legal & Compliance (counsel, paralegal, privacy), IT, BizOps, and Workplace • Partner with G&A leaders and the executive team as a strategic advisor on org design, leveling, comp benchmarking, and hiring plans • Build sourcing strategies that consistently surface top-quartile talent — direct sourcing, referrals, networking, and creative outbound across nuanced, often hard-to-reach functional talent pools • Run sharp, candidate-loving interview processes: intakes, scorecards, debriefs, offers, and close • Use data to drive decisions — pipeline health, conversion rates, time-to-fill, quality-of-hire • Coach hiring managers on interviewing, calibration, and selling Engine — especially leaders who don't recruit often • Continuously improve the G&A hiring playbook: rubrics, interview kits, sourcing motions, employer brand