• Own end-to-end US recruitment for technical and business roles • Drive direct sourcing efforts using LinkedIn Recruiter and other platforms • Partner with hiring managers to shape profiles, define strategy, and deliver results • Act as a recruiting advisor, providing insights on talent market conditions, sourcing feasibility, and hiring best practices • Ensure a structured, timely, and professional candidate experience • Use SmartRecruiters (ATS) to manage pipelines, reporting, and workflows • Collaborate with a distributed Talent Acquisition team while owning your roles independently.

Role Description The Talent Acquisition Recruiter provides full-cycle recruiting execution for salaried and/or hourly positions, including sourcing, screening, qualifying, interviewing, and managing candidate relationships, while coordinating with hiring managers through the assessment and selection process. A successful candidate effectively manages competing priorities, remains flexible in an ever-changing environment, and delivers recruiting execution within defined strategies, processes, and escalation paths established by the Talent Acquisition Team Lead. Responsibilities/Essential Functions - Strategic Talent Acquisition - Executes staffing strategies defined with the hiring team and Talent Acquisition Team Lead. - Understands how recruiting activities align with broader talent objectives and routes broader talent topics to HR partners or the Team Lead. - Applies a business mindset to recruiting activities. - Adheres to diversity and compliance requirements throughout the process. - Consultation - Develops a working understanding of our business, processes, market conditions, technology, and culture. - Demonstrates uncompromising ethical standards, integrity, and respect for people. - Builds productive relationships with hiring managers and candidates; escalates complex or sensitive issues to the Talent Acquisition Team Lead. - Advises hiring managers on established interviewing techniques and supports candidate selection. - Effectively partners with HR colleagues (HRDs, Compensation, HRRC, HRSS, Labor Relations, etc.) to coordinate inputs. - Uses standard dashboards and metrics to report progress and identify when to escalate risks to the Team Lead. - Operates with a high sense of urgency. - Routes crucial conversations requiring tradeoffs (scope, level, timeline) to the Team Lead for resolution. - Proactively collaborates to ensure a smooth end-to-end process. - Process Management - Adopts new tools and processes; provides feedback to the Team Lead and TA Operations to improve effectiveness. - Promotes and adheres to TA, compliance, and diversity processes. - Identifies process pain points and submits suggestions to HR Operations or the Team Lead. - Maintains data quality in systems of record. - Builds and maintains candidate pipelines for recurring roles; engages the Team Lead on hard-to-fill or senior roles for guidance and resourcing. - Recruiting Process – Sourcing, Assessment, and Selection - Directly sources candidates via contemporary channels (internet searches, tools, outreach, networking). - Accurately assesses candidates (in-person, video, phone) for skill, competency, and culture using established guides. - Synthesizes candidate and hiring manager feedback to drive timely next steps. - Pre-closes candidates on baseline elements and coordinates with the Team Lead on competitive or complex situations. - Offer Support - Prepares offer packets and coordinates internal approvals; ensures internal equity checks are completed. - Supports candidate-facing compensation discussions by providing approved details; escalates negotiations, counteroffers, or complex structures to the Talent Acquisition Team Lead, who determines the appropriate owner (Team Lead, Senior Recruiter, HR/Comp) for advanced negotiations. - Tracks offer outcomes and flags risk patterns (e.g., declines, competing offers) to the Team Lead. Qualifications - Ability to support recruiting for professional, manager-level, and/or highly regulated positions. - Demonstrated ability to meet changing business requirements. - Sound judgment and the ability to learn systems, processes, and the business. - Strong customer service with hiring managers and candidates; partners with HR teams. - Works independently within established practices and seeks guidance from the Team Lead for novel/complex scenarios. - Communicates effectively; knows when to involve the Team Lead. - Uses recruiting data to manage pipelines and inform recommendations. Requirements - BA/BS degree and 2–5 years of full-life cycle recruiting experience. - Understanding of OFCCP compliance. - Proficiency with Microsoft Office Suite (Email, Word, Excel, PowerPoint). Preferred Qualifications - Experience in both agency and corporate recruiting preferred. - Exposure to compensation analysis (e.g., compa-ratio) and ability to communicate approved compensation details; advanced negotiations are assigned by the Team Lead. Company Description Vestis® is the second largest provider in the industry with over 300,000 customer locations and approximately 20,000 teammates across North America. Vestis® is a leader in the B2B uniform and workplace supplies category. Vestis® provides clean and safe uniform services and workplace supplies to a broad range of North American customers from Fortune 500 companies to locally owned small businesses across a broad set of end markets. The Company’s comprehensive service offering includes a full-service uniform rental program, cleanroom and other specialty garment processing, floor mats, towels, linens, managed restroom services, first aid supplies and more. Vestis® is an equal-opportunity workplace and is an affirmative action employer. We are committed to equal employment opportunity regardless of race, color, ancestry, relation, sex, national origin, sexual orientation, age, citizenship, marital status, disability, gender identity, or veteran status.

• Outbound sourcing - Proactively identify, engage, and build relationships with top-tier candidates across sales, technical, and business functions • Full-cycle recruiting - Manage the recruiting process end-to-end from sourcing and screening through offer and closing • Sales hiring - Lead recruiting efforts for GTM functions including BDRs, AEs, partnerships, and sales leadership roles • Technical support - Assist with recruiting for engineering, product, and technical infrastructure roles as needed • Pipeline development - Build and maintain strong candidate pipelines for current and future hiring needs • Candidate experience - Deliver a high-quality, responsive, and thoughtful experience throughout the interview process • Stakeholder partnership - Work closely with hiring managers and leadership to align on hiring needs, interview processes, and talent strategy • Process improvement - Help refine recruiting operations, sourcing strategies, interview coordination, and hiring workflows • Market intelligence - Stay informed on talent trends, compensation benchmarks, and competitive hiring landscapes • Employer branding - Represent Breeze externally and help position the company as a top destination for talent

• Responsible for Service Excellence throughout the recruitment cycle • Acts as a brand ambassador for the client • Partners with hiring managers in a consultative capacity • Focused on delivering top talent for 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 and team members • Demonstrates innovation and outside of the box thinking with 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 • Source candidates via resume databases, networking sites, social media channels, and deep web sourcing techniques • Generate targeted lists of passive candidates • Solicit and pursue referrals from business networks or internal referrals • Utilize proprietary software for mobile and email campaigning to talent communities • Prepare candidates for interviews, ensuring timely updates concerning application status • Conduct professional and thoughtful phone interviews • Compare candidate phone interview notes and skills assessments with requisition specifications • Issue skills testing as needed and evaluate results • Keep candidates engaged throughout the process. • Continuously build talent pipeline to ensure there are multiple candidates in play at all times • Keep hiring manager up to date on market changes that would impact the hiring process • Articulate a job offer and drive for candidate acceptance • Strict adherence to OFCCP and all other compliance standards • Provide accurate and regular reporting of recruiting activities • Identify perceived difficulties with searches and collaborate with leadership and hiring manager as appropriate • Proactively and regularly communicates the status of each search to the hiring manager • Other duties as assigned.