Role Description The Sales Recruiter will be responsible for sourcing, engaging, and qualifying candidates for sales-related positions using the sourcing and recruiting capabilities within Manatal. This role requires a proactive recruiter who is comfortable conducting outbound telephone and email outreach, building candidate pipelines, and coordinating interviews with hiring managers. The ideal candidate has prior recruiting experience, strong communication skills, and the ability to identify ambitious and high-performing sales professionals. Key Responsibilities - Utilize sourcing tools (Greenhouse and OrangeHRM) to identify qualified candidates primarily for sales and business development roles - Build and maintain candidate pipelines for current and future hiring needs - Conduct outbound telephone outreach to engage prospective candidates - Send personalized email outreach to schedule interviews and assess candidate interest - Screen candidates to evaluate communication skills, professionalism, sales aptitude, and cultural fit - Coordinate interviews between candidates and hiring managers - Maintain accurate recruiting records and candidate status updates within the applicant tracking system - Track recruiting activity metrics including outreach volume, response rates, interview scheduling, and candidate progression - Assist with writing and posting job descriptions for sales-related roles - Support employer branding and recruiting initiatives to attract top sales talent - Communicate professionally and consistently with candidates throughout the hiring process Qualifications - Prior recruiting experience required, preferably in sales recruiting or talent acquisition - Experience using applicant tracking systems or recruiting platforms - Strong verbal and written English communication skills - Comfortable making outbound phone calls and conducting candidate outreach - Ability to identify high-potential sales candidates and assess professionalism and communication ability - Highly organized with strong attention to detail - Self-motivated and capable of working independently in a remote environment - Proficient with Microsoft Office, Google Workspace, and recruiting tools - Ability to manage multiple recruiting priorities simultaneously Preferred Qualifications - Experience recruiting inside sales representatives, SDRs, BDRs, account executives, or technology sales professionals - Experience sourcing candidates through LinkedIn, job boards, and recruiting databases - Familiarity with CRM or sales environments - Experience supporting remote hiring initiatives What Success Looks Like - Consistently generating qualified candidate pipelines for open sales roles - Scheduling high-quality interviews efficiently and professionally - Maintaining strong candidate communication and engagement - Helping Performacentric build a high-performing sales organization Benefits - Work with an innovative AI software company focused on business transformation - Remote work environment with flexibility - Opportunity to help shape the growth of a rapidly expanding organization - Exposure to AI, automation, and emerging business technologies - Career growth opportunities within recruiting, HR, and operations - Compensation is $50,000 to $70,000 annually based on experience How to Apply Please submit your resume along with a brief summary of your recruiting experience, including any experience sourcing or recruiting sales professionals.

Role Description Hiring at Deep Fission is a strategic function and this role is proof of that. As our first dedicated recruiting leader, you won’t just fill roles. You’ll build the system, the brand, and the culture of hiring that determines who Deep Fission becomes. We’re working on one of the most consequential technology challenges of our time, and we need a team that reflects the full breadth of human talent and perspective to solve it. That means building a recruiting function that doesn’t just move fast but it moves thoughtfully, with equity and inclusion embedded into every stage of the process. You’ll own full-cycle hiring across the organization, build the infrastructure from the ground up, and partner directly with the executive team to turn headcount plans into great hires. This starts as a senior individual contributor role, with a clear path to building and leading a small team as we scale. Key Responsibilities - Build & Lead the Recruiting Function - Design and own the end-to-end recruiting process — intake, pipeline management, offer approval, and reporting — with a focus on consistency, speed, and quality - Establish structured, bias-mitigated interview frameworks and calibrate hiring managers on what great looks like across functions - Define and track recruiting metrics that matter: time-to-hire, pipeline conversion, source quality, offer acceptance, and diversity of candidate slates - Build a candidate experience that reflects our values at every touchpoint, regardless of outcome - Leverage AI tools and automation to scale your impact from sourcing and screening to scheduling and reporting and bring a point of view on where AI creates leverage and where human judgment is irreplaceable - Drive Diversity, Equity & Inclusion in Hiring - Develop and own a proactive diversity sourcing strategy not as a checkbox, but as a core part of how we build the company - Audit and continuously improve job descriptions, interview panels, and evaluation criteria to reduce bias and broaden the candidate pool - Build relationships with organizations, universities, and communities that expand access to underrepresented talent in deep tech, nuclear, and energy sectors - Champion inclusive hiring practices across the organization and coach hiring managers to do the same - Source & Attract Specialized Talent - Develop targeted sourcing strategies for hard-to-find talent: nuclear engineers, NRC-experienced regulatory professionals, DOE/DOD alumni, and energy infrastructure specialists - Build Deep Fission’s presence in the talent communities that matter such as national labs, professional associations, HBCUs and research universities, veterans’ networks, and emerging energy programs - Partner with leadership to articulate a compelling, authentic employee value proposition that resonates across diverse talent pools - Partner with Leadership - Translate headcount plans into actionable hiring roadmaps with realistic timelines, resource requirements, and risk flags - Advise hiring managers on role scoping, leveling, compensation strategy, and when to move (or not) - Serve as a genuine thought partner to the executive team on org design, talent strategy, and the long-term workforce plan Qualifications - 8+ years of recruiting experience, including at least 3 years owning recruiting strategy at a startup or high-growth company - Demonstrated success building or significantly improving a recruiting function — not just operating within one - Proven experience developing and executing diversity sourcing strategies and embedding equitable practices into the hiring process - Track record of hiring across technical and non-technical functions simultaneously, with high quality and at pace - Comfort operating in an AI-native environment meaning that you use AI tools fluently in your own work, have a perspective on how they’re changing recruiting, and can help the organization think through what that means for how we hire and for what - Strong executive presence and is comfortable advising, challenging, and aligning at the C-suite level - Sharp judgment on candidate quality, offer strategy, and process design Desired Skills & Experience - Experience recruiting in energy, defense, deep tech, nuclear, or other regulated, capital-intensive industries - Familiarity with government-adjacent talent pools (DOE, DOD, national labs, federal contractors) - Experience scaling a team from ~60 to 150+ employees - Background working with DEI-focused hiring initiatives in technical or STEM-heavy organizations Our Commitment Deep Fission is an equal opportunity employer committed to building a diverse and inclusive workplace. We welcome applicants from all backgrounds who share our passion for advancing clean nuclear energy and creating a sustainable future. We do not discriminate on the basis of race, color, creed, religion, ancestry, age, sex, marital status, national origin, disability, veteran status, or any other characteristic protected by applicable law.

Role Description - Using your network and/or sales initiatives, acquire new clients and assist them in their recruitment needs. - Hold client meetings to acquire new business. - Interview and present candidates to the clients. - Test candidates in our various test systems, when required by clients. Qualifications - You have sales experience and you know what it takes to get the order. - You are registered as an independent consultant/agent/sole trader/freelancer, have your own company or willing to pair with a EOR/payroll provider in order to be fully compliant. - Experience from Swiss recruitment agencies is a big plus. - Exceptional written and verbal communication skills. - Ability to manage workflow and time. - Fluent in English and French/German is a plus. Benefits - We are offering an independent role with freedom to shape your own work day and a large network of more than 100 consultants internationally. - We will provide ongoing training, and give you the tools and support required to become successful in the role. - Finally, the income potential is leading in the industry! Company Description SAM International has more than 30 years of experience within international executive search, recruitment, onboarding and outplacement.

• The Recruitment Consultant operates as a self-directed, full-cycle recruiting partner for Flex HR's clients. • Manages the entire hiring lifecycle independently, from intake through offer, across multiple client engagements simultaneously. • Conducts thorough intake meetings with client hiring managers to define role scope, success criteria, compensation parameters, and cultural fit expectations. • Develops and executes targeted sourcing strategies using LinkedIn Recruiter, Boolean search, job boards, referrals, and other channels as appropriate. • Screens, interviews, and presents qualified candidates in a professional, client-ready format consistent with Flex HR standards. • Guides clients through candidate evaluation, selection, offer negotiation, and pre-close to ensure an efficient and positive experience on both sides. • Maintains organized applicant tracking and recruitment documentation for each engagement. • Acts as a trusted advisor to client leadership on talent strategy, hiring timelines, market conditions, and candidate availability. • Sets and manages expectations proactively — communicating pipeline status, search challenges, and recommended adjustments in a timely and transparent manner. • Educates clients on interview best practices, legal compliance in hiring, and structured evaluation approaches. • Collaborates with Flex HR's HR consultants when engagements include both HR strategy and recruiting components, ensuring a seamless and cohesive client experience. • Represents Flex HR professionally in all client-facing interactions, maintaining the quality and confidentiality standards expected of an embedded recruiting partner. • Maintains current knowledge of labor market trends, compensation benchmarking, candidate behavior, and recruiting technology to advise clients effectively. • Stays abreast of employment law developments as they relate to hiring practices, including EEO requirements, background check compliance, and offer letter standards. • Applies a continuous improvement mindset — regularly evaluating process efficiency, candidate quality, and client satisfaction to refine approach. • Manages multiple concurrent searches across client accounts without sacrificing quality, responsiveness, or attention to detail. • Drafts compelling, accurate job postings aligned with client brand and Flex HR positioning standards. • Tracks and reports on key recruiting metrics (time-to-fill, pipeline conversion, offer acceptance rates) and presents data meaningfully to client stakeholders.