• Collaborate with hiring managers and department heads to understand workforce needs and define position requirements. • Develop and implement creative sourcing strategies to identify diverse talent pools, including leveraging job boards, social media, employee referrals, and professional networks. • Manage full-cycle recruitment for a variety of roles including (but not limited to): engineering, IT, sales, marketing, customer support, and operations. • Review resumes, conduct pre-screening interviews, and guide candidates through the recruitment process. • Partner with internal teams to ensure alignment on candidate qualifications, timelines, and recruitment goals. • Represent TP-Link's brand by promoting the company as an employer of choice through job postings, networking events, and other branding initiatives. • Continuously evaluate recruitment processes and suggest improvements to enhance efficiency, candidate experience, and time-to-fill metrics. • Maintain accurate records of candidate activities in the Applicant Tracking System (ATS) and provide regular hiring updates. • Ensure recruitment practices align with local labor laws, company policies, and industry standards.

This description is a summary of our understanding of the job description. Click on 'Apply' button to find out more. Role Description GAI Consultants is seeking an Assistant Talent Acquisition Manager to join our talented and energetic Talent Acquisition team. The successful candidate will be responsible for using their professional experience and network to source candidates for requisitions as well as pipeline talent. This position reports into the Power & Energy Sector. This individual will work closely with business leadership to understand the hiring needs and build a targeted sourcing plan. This position will target planning, engineering & environmental consulting-based talent. The successful candidate will be eligible for an annual discretionary bonus in addition to base pay. Essential Duties Include, But Are Not Limited To, The Following: - Using industry knowledge, social media sources, Technical Operations, and mission-focused knowledge to seek out potential candidates that may be currently employed and successfully bringing those candidates to GAI. - Researching market conditions and industry trends as they relate to our competitors to assist in decision-making and marketing positions. - Utilizing professional networks to source candidates for active requisitions. - Sourcing candidates from a variety of sources, with a strong emphasis on LinkedIn, Indeed.com, social media, and search engines (Google Chrome, advanced Boolean searching strings, and niche job boards). - Using social networking mediums (i.e., LinkedIn groups and other online forums) to promote GAI employer brand messaging that drives traffic to open roles by establishing and promoting positive relationships. - Recruit, screen, and interview candidates for open positions. Expectations include identifying a high volume of qualified candidates for current and future needs. - Collaborating with hiring managers and leaders to develop relationships, understand needs, and create solutions for hard-to-fill positions. - Ensuring data integrity of the candidate management database. - Extensive data mining of various social media to identify candidate profiles. - Domestic travel to assist with events and in support of the business (up to 15%). Qualifications - Bachelor’s degree in Business Administration, HR, or related field is required. Requirements - 10 years' experience required in the social digital and recruitment arena. - 5 years’ experience sourcing candidates using LinkedIn Recruiter and other similar/related sourcing tools. - 5 years’ experience defining and implementing research and sourcing strategies for critical positions. Preferred Experience - 5 years’ experience sourcing Power & Energy technical talent across various planning, engineering & environmental consulting disciplines. - 5 years’ industry knowledge with the ability to understand relevant skills, target companies and user groups. - SHRM Cert Professional (SHRM-CP) or PHR certification preferred. Benefits - Competitive salary - GAI is committed to paying market-based salaries. - Comprehensive benefits package including medical, vision, dental, company paid Long Term Disability, and Short-Term Disability (benefits start within 30 days of hire). - New paid Maternity/Paternity/Adoption program. - Generous Paid Time Off and 7 paid holidays. - 401k company match.

• Serve as a trusted hiring partner to leaders across People, Strategic Operations, and Banking Operations, advising on role scoping, hiring strategy, and execution • Own full cycle recruiting for a portfolio of G&A roles, from sourcing through close, including niche operational, analytical, and program driven positions • Influence and align senior stakeholders through data, sound judgment, and clear communication • Design thoughtful sourcing strategies for specialized or hard to fill roles in operationally rigorous environments • Maintain high standards in structured interviewing and candidate evaluation to ensure hiring quality and consistency • Mentor members of the recruiting team, share best practices, and help manage complex pipelines • Continuously improve recruiting efficiency by refining processes, tools, and candidate experience without compromising quality • Represent Mercury to top tier candidates, clearly articulating our mission, culture, and the opportunity to build foundational teams during a period of scale

• Own and lead sourcing strategy across GTM and business operations functions, building high-quality pipelines through proactive outreach and thoughtful inbound candidate review. • Flex into full-cycle ownership of select roles as needed, while maintaining sourcing excellence as the core focus of the role. • Partner with recruiters and hiring managers to define strong candidate profiles, identifying relevant experience, business impact, and performance indicators for each role. • Conduct structured talent mapping across target companies and markets to identify high-performing revenue and operational talent. • Proactively identify and engage passive talent through thoughtful, highly personalized outreach across multiple channels. • Conduct exploratory conversations to assess track record, problem-solving scope, and alignment before formal recruiter handoff. • Continuously refine sourcing approaches based on data, conversion rates, and market feedback. • Provide real-time insights on talent availability, compensation expectations, competitive hiring activity, and role calibration. • Build and maintain long-term relationships with high-potential GTM and operations talent — even when no immediate role is open. • Maintain clean, structured pipeline data and share insights that improve sourcing efficiency and hiring quality.