Role Description We are seeking a highly skilled and experienced Talent Acquisition Manager – Partner/Executive Sourcing to further expand our executive recruiting team. This role will be critical in shaping CC’s future and strengthening our ongoing owner pipeline across our tax, audit, and advisory practices. - Lead strategic sourcing efforts for partner/executive, director, and other senior-level roles across our tax, audit & advisory practices. - Build and maintain robust, forward-looking pipelines of potential partner and director-level talent across key markets. - Conduct deep market mapping and talent research, identifying target firms, competitor landscapes, and succession pipelines. - Provide competitive intelligence and talent insights to senior leadership to inform hiring strategies, workforce planning, and growth initiatives. - Partner closely with business leaders and Executive Recruiter to anticipate hiring needs and design proactive sourcing strategies aligned to growth priorities. - Leverage advanced sourcing methodologies, including direct outreach, network development, industry associations, and research tools to engage passive executive talent. - Support select full lifecycle searches for critical or high-priority roles, including candidate assessment and interview process management as needed. - Develop and implement innovative sourcing strategies to enhance our partner identification and engagement approach. - Track and report on key sourcing metrics, pipeline health, and market trends to measure effectiveness and inform strategy. - Act as an ambassador for CC’s employer brand, building relationships with senior-level candidates and positioning the firm competitively in the market. - Stay up to date on industry trends, talent movement, and competitor hiring activity. - Support key recruiting projects across talent intelligence, operations, technology, employer branding, and other strategic initiatives. - Mentor and upskill recruiters and coordinators on advanced sourcing techniques, research methodologies, and market intelligence best practices. Qualifications - 8-10+ years of talent acquisition experience, including at least 4 years focused on executive sourcing, talent intelligence, partner-level, or experienced hire recruitment within the professional services industry. - Bachelor’s Degree in Human Resources, Business Administration or a related field. - Proven track record of building executive pipelines and delivering talent market insights to senior stakeholders. - Strong understanding of the public accounting industry, competitor landscape, and talent mapping approaches. - Deep expertise in advanced sourcing methodologies, market research, and competitive intelligence techniques. - Strategic approach to influencing hiring decisions through data, insights, and proactive talent strategy. - Experience partnering with executive stakeholders in a consultative, insight-driven capacity. - Passion for recruitment best practices, sourcing innovation, and continuous improvement. - Commitment to and experience in promoting diversity & inclusion strategies in recruitment processes. - Strong analytical mindset with ability to synthesize talent data into actionable insights. - Excellent interpersonal, communication, and stakeholder management skills. - Strong proficiency with Microsoft Excel, ATS technologies & LinkedIn Recruiter.

Role Description We are seeking a highly skilled and experienced Talent Acquisition Manager – Partner/Executive Sourcing to further expand our executive recruiting team. This role will be critical in shaping CC’s future and strengthening our ongoing owner pipeline across our tax, audit, and advisory practices. As part of a growing executive recruiting function, this individual will serve as a strategic sourcing and talent intelligence partner. - Lead strategic sourcing efforts for partner/executive, director, and other senior-level roles across our tax, audit & advisory practices. - Build and maintain robust, forward-looking pipelines of potential partner and director-level talent across key markets. - Conduct deep market mapping and talent research, identifying target firms, competitor landscapes, and succession pipelines. - Provide competitive intelligence and talent insights to senior leadership to inform hiring strategies, workforce planning, and growth initiatives. - Partner closely with business leaders and Executive Recruiter to anticipate hiring needs and design proactive sourcing strategies aligned to growth priorities. - Leverage advanced sourcing methodologies, including direct outreach, network development, industry associations, and research tools to engage passive executive talent. - Support select full lifecycle searches for critical or high-priority roles, including candidate assessment and interview process management as needed. - Develop and implement innovative sourcing strategies to enhance our partner identification and engagement approach. - Track and report on key sourcing metrics, pipeline health, and market trends to measure effectiveness and inform strategy. - Act as an ambassador for CC’s employer brand, building relationships with senior-level candidates and positioning the firm competitively in the market. - Stay up to date on industry trends, talent movement, and competitor hiring activity. - Support key recruiting projects across talent intelligence, operations, technology, employer branding, and other strategic initiatives. - Mentor and upskill recruiters and coordinators on advanced sourcing techniques, research methodologies, and market intelligence best practices. Qualifications - 8-10+ years of talent acquisition experience, including at least 4 years focused on executive sourcing, talent intelligence, partner-level, or experienced hire recruitment within the professional services industry. - Bachelor’s Degree in Human Resources, Business Administration or a related field. - Proven track record of building executive pipelines and delivering talent market insights to senior stakeholders. - Strong understanding of the public accounting industry, competitor landscape, and talent mapping approaches. - Deep expertise in advanced sourcing methodologies, market research, and competitive intelligence techniques. - Strategic approach to influencing hiring decisions through data, insights, and proactive talent strategy. - Experience partnering with executive stakeholders in a consultative, insight-driven capacity. - Passion for recruitment best practices, sourcing innovation, and continuous improvement. - Commitment to and experience in promoting diversity & inclusion strategies in recruitment processes. - Strong analytical mindset with ability to synthesize talent data into actionable insights. - Excellent interpersonal, communication, and stakeholder management skills. - Strong proficiency with Microsoft Excel, ATS technologies & LinkedIn Recruiter.

Role Description The Vehicle Acquisition Coordinator provides sales and administrative support to multiple EFM groups and clients. The position works directly with Client Strategy Managers, vendors, and clients to coordinate vehicles for delivery for their assigned region(s). This position manages the acquisition status and movement of each vehicle and coordinates logistics with dealers, aftermarket providers, transport vendors, and various Enterprise Fleet Management teams, which often require negotiation with vendors and dealers to prioritize EFM vehicles and find creative problem resolution for delivery of vehicles. This is a 100% remote position that will allow you to work from your home residence in the Greater St. Louis Metropolitan area. This position is full time and requires normal business working hours of Monday through Friday 8 a.m. to 5 p.m CST. The pay range for this position is $23.46 to $28.17 per hour USD. Pay within the range will be determined based on numerous factors including, but not limited to, relevant education, qualifications, experience, skills, performance, time in position, and business or organizational needs. Enterprise Fleet Management also offers a benefits package including: - Paid vacation and choice time days - Medical, dental, and vision insurance benefits - Dependent spending account - Health savings account - Life and disability insurance - Fertility benefits - Employee Assistance Programs - Profit sharing - 401(k) employer match - Discounts and more Qualifications - Must currently reside in the Greater St. Louis Metropolitan area - 4 years logistics, supply chain, sales, or vendor support experience - 3 years successful experience with problem resolution or analyzing data to make recommendations - Intermediate PC skills; including Excel, Word, Outlook - Must have the ability to meet all work from home technical requirements - Must be authorized to work in the United States and not require work authorization sponsorship by our company for this position now or in the future Requirements - Ethics & Values - Executing - Customer Service - Detail-Oriented - Problem Solving - Communication - Resilience Work from Home (WFH) Requirements - Terrestrial cable or fiber internet connections are strongly preferred. Satellite internet connections are not supported - High-speed Internet connection with a minimum validated upload speed of 5Mb and download speed of 25Mb is required. Connection latency must be less than 100ms. (Please validate using a speed test tool such as http://www.speedtest.net/ )

• Own and lead the Talent Acquisition function at PolicyMe, helping shape how we hire and scale the company, while also owning key roles yourself across technical and business functions, with a strong focus on Product and Engineering hiring. • Partner closely with hiring managers to define hiring needs, align on candidate profiles, and move searches forward effectively. • Lead sourcing efforts across outbound channels, referrals, networking, pipeline-building initiatives, and early talent hiring programs to attract high-quality talent. • Support scalable, high-quality hiring across the company by identifying bottlenecks, improving recruiting workflows, and strengthening interview processes and manager calibration practices. • Use recruiting data, market insights, and funnel trends to help inform hiring decisions and improve overall recruiting performance. • Own recruiting reporting and dashboards, using hiring metrics, funnel data, and market insights to help improve recruiting performance and support hiring decisions. • Work closely with leadership and the broader People team through a highly collaborative, fast-moving environment that requires constant communication and quick alignment.