Role Description We are looking for a highly driven, relationship-focused, and results-oriented Senior Recruitment Consultant to support a growing organisation within the healthcare and aged care sector. This role plays a critical part in delivering high-quality staffing solutions by managing end-to-end recruitment, building strong client relationships, and driving business growth. You will be responsible for ensuring workforce coverage, maintaining compliance standards, and contributing to team performance while acting as a trusted advisor to both clients and candidates. As a Senior Recruitment Consultant: - You are a strategic and proactive recruitment professional who takes ownership of the full recruitment lifecycle. - You build and nurture strong relationships with clients while developing a high-quality candidate pipeline aligned to sector requirements. - You balance delivery, compliance, and commercial outcomes, ensuring that placements meet both client expectations and regulatory standards. - You also play a key role in mentoring junior consultants, improving internal processes, and contributing to the overall success and growth of the business. Your Responsibilities as a Senior Recruitment Consultant would be: - Recruitment & Workforce Management - Manage end-to-end recruitment processes across casual, locum, and permanent roles within the healthcare and aged care sectors. - Build, maintain, and continuously grow a strong pipeline of qualified candidates through proactive sourcing, screening, and onboarding. - Match candidates effectively to roles and shifts based on client needs, compliance requirements, and award conditions. - Maintain accurate and timely data across recruitment and workforce systems. - Client Relationship Management - Develop and maintain strong, long-term relationships with clients through consistent communication and high-quality service delivery. - Manage and grow a portfolio of clients, ensuring retention and satisfaction. - Handle shift requests and rostering requirements with urgency and precision. - Resolve client concerns professionally and escalate where necessary. - Conduct regular client check-ins, both virtually and in person. - Business Development - Identify and pursue new business opportunities within the healthcare and aged care sectors. - Research and engage prospective clients aligned with the organisation’s service offering. - Conduct client meetings, presentations, and prepare tailored proposals or pricing submissions. - Leverage industry knowledge to engage decision-makers and build new partnerships. - Compliance & Quality Assurance - Ensure all candidates meet onboarding requirements and industry compliance standards. - Monitor credentials, training completion, and regulatory requirements. - Support clients with audit preparation and compliance processes where required. - Leadership & Team Contribution - Provide guidance and support to junior consultants, sharing best practices and system knowledge. - Contribute positively to team culture and performance. - Take ownership of internal initiatives and contribute to process improvements. - Professional Development & Industry Engagement - Stay up to date with industry trends, regulations, and best practices within healthcare and aged care. - Engage with industry content and contribute to thought leadership initiatives. - Represent the organisation professionally in client meetings and industry engagements. Qualifications - Essential: - Demonstrated experience in a recruitment or workforce coordination role (health or aged care preferred). - Strong proficiency in CRM systems, scheduling, and compliance platforms (e.g., Deputy, Astute, SafetyCulture). - Excellent organisational and time management skills, with the ability to perform in a fast-paced environment. - Strong written and verbal communication skills. - Proven commitment to quality, compliance, and ethical recruitment practices. - Desirable: - Background or training in health, aged care, or community services. - Understanding of Modern Awards, particularly: - Nurses Award 2020 - Aged Care Award 2020 - Qualification in Human Resources, Business, or a related field. Benefits - Genuinely caring Leadership Team - Competitive salary package - Company-provided full set-up for desktop/laptop with a back-up internet - Free pre-employment Medical Assessment (T&C apply) - HMO on the first day of hire - 15 Vacation Leaves and 5 Sick Leaves - Annual Performance Reviews - Unlimited Employee Referral Incentives - Employee Loan Facilities - Social Clubs and Interest Workshops - Company events where you get a chance to win amazing prizes and be rewarded for your outstanding performance. - Statutory Benefits: Maternity, Paternity and Solo Parent Leaves, Magna Carta for Women, Retirement Benefits, OT, and Premium Pay.

Role Description The role sits between head of talent, recruiter, people leader, culture builder, and right-hand operator to the leadership team. This person will help us scale without losing the intensity, kindness, intellectual honesty, and high standards that have made the company work so far. Over time, you’ll quickly be leading a team to do the same. - Own recruiting across strategy, product/project management, engineering, and other critical roles - Build a talent engine that can support Casper growing from 35 people to 50, 75, and potentially 100+ - Create a compelling candidate narrative around why someone should join Casper now - Source, engage, evaluate, and close exceptional candidates - Partner closely with leadership to define roles, scorecards, interview processes, and hiring priorities - Build repeatable systems for sourcing, interviewing, references, offers, onboarding, and candidate experience - Help create a high-performance culture without making the company feel transactional or soulless - Develop clearer expectations, feedback loops, and performance management practices - Help employees grow personally and professionally while raising the bar for the company - Protect what is special about Casper while helping us become more mature as an organization - Over time, hire and lead a recruiting / people team Qualifications - Experience leading talent, recruiting, people, or company-building work in a high-growth environment - Strong ability to recruit for strategic, operational, and technical roles - Comfort hiring builders: strategists, PMs, engineers, operators, and hybrid profiles - Strong judgment on talent, motivation, trajectory, and fit - Ability to tell a compelling story to candidates without overselling - Experience creating or improving hiring systems, interview processes, and performance practices - Comfort operating in ambiguity and building from scratch - Strong writing and communication skills - High agency, strong ownership, and ability to move quickly without needing everything handed to you - Low ego, high intellectual honesty, and genuine kindness Requirements - Someone who has only recruited in a large company may struggle with the pace and ambiguity. - Someone who has only worked in VC-backed software startups may not fully understand the services context. - Someone who is purely a recruiter may not want to build performance systems, onboarding, and culture. - Someone who is purely a people leader may not want to be deep in sourcing and closing candidates. - The right person is senior enough to shape the talent strategy for the company, but hungry enough to personally drive searches, close candidates, and build the machine from the ground up. You Might Be A Fit If - You’ve led talent or recruiting through a high-growth phase before - You’ve helped scale a services, consulting, agency, or implementation business - You’ve hired strategists, PMs, engineers, or other high-agency builders - You’ve been the talent or people right hand to a founder or leadership team - You know how to turn a company’s mission, culture, and ambition into a talent magnet - You care about performance management as much as hiring - You want to help make work a transformative personal and professional experience for people - The role is broad, so where you’re coming from beforehand can also be broad. - What matters most: judgment, kindness, high agency, strong communication, talent taste, and comfort building systems while staying close to the work. Nice To Have - Experience in AI, consulting, services, product, engineering, or technical delivery environments - Experience hiring for client-facing strategy or delivery roles - Experience building performance management, leveling, onboarding, or manager training systems - Experience scaling a company from roughly 30 to 100+ people - Experience working with founders or executive teams during hyper-growth - Experience building an employer brand or outbound talent motion from scratch How To Apply If you are excited, instead of a normal AI-generated InMail, look through the business, see what we’re up to, and make it more tailored so it stands out. If you’re actually reading this now, send me an email with why you think you’d be a good fit.

Role Description As a Recruiting Coordinator, you’ll be the operational backbone of our hiring process. The ideal candidate will manage end-to-end interview scheduling and our new hire onboarding process, as well as source prospective candidates to support Recruiters in building robust pipelines across searches, all while ensuring an exceptional candidate experience. This role interacts with all levels of the company to successfully execute the recruitment process as well as special projects. - Coordinate and schedule interviews between candidates and hiring teams with speed and accuracy, maintaining clear communication with recruiters, hiring managers, and internal stakeholders. - Own high-volume, real-time scheduling across multiple US time zones, requiring availability during core US working hours and same-day responsiveness to changes in interviewer and candidate availability. - Serve as a primary point of contact for candidates throughout the interview process, ensuring every candidate interaction is customer-focused and that each candidate has a great experience interviewing and communicating with the Angi team. - Manage onboarding logistics for new hires, including welcome communications, background check coordination, offer letter verification, and onboarding session scheduling. - Coordinate onboarding activities specifically for US-based hires, including alignment with US-specific processes, vendors, and compliance requirements. - Source and engage prospective candidates for assigned searches, building quality pipeline to support recruiters in placing top talent at Angi. Qualifications - 1-2 years of experience in a fast-paced company environment, with a focus on research; recruiting research experience is preferred. - Hands-on experience using AI tools (e.g., ChatGPT, ClaudeCowork, or similar) in a professional context is a plus. - Highly organized with exceptional attention to detail and ability to manage multiple priorities. - Clear and warm communication skills in both written and verbal forms; able to represent the Angi Talent Brand professionally. - Sense of urgency and proactive ownership; does not wait to be told what needs to happen next. - Inquisitive and enjoys doing research to solve problems and identify solutions. - Bachelor’s degree. - Based in the Eastern Time Zone, able to work consistently within US time zones (Eastern through Pacific), with working hours aligned to US business needs. Requirements - Located in the Eastern Time Zone to align with the team's working hours. - Availability during core US working hours and same-day responsiveness to scheduling changes. Benefits - Base salary band ranges from $50,000 - $75,000, commensurate with experience and performance. - Eligible for a competitive year-end performance bonus & equity package. - Full medical, dental, vision package to fit your needs. - Flexible vacation policy; work hard and take time when you need it. - Pet discount plans & retirement plan with company match (401K). - The rare opportunity to work with sharp, motivated teammates solving some of the most unique challenges and changing the world.

Role Description Are you ready to unlock intelligence? If you don’t think you meet all of the criteria below but are still interested in the job, please apply. Nobody checks every box - we’re looking for candidates that are particularly strong in a few areas, and have some interest and capabilities in others. Kong is building the future of AI and API connectivity — the infrastructure layer that lets companies move fast without breaking things. Our Talent Strategy team is responsible for the data and operational backbone that keeps hiring sharp, informed, and ahead of the business. We have a headcount for one intern this summer, and we know exactly where the gap is: data, dashboards, and reporting. Right now, too much of that work is manual — daily exports, pivot tables built from scratch, slides assembled by hand every week. That's where you come in. Over 12 weeks, you'll own the reporting workflows that TA leadership relies on. You'll build cleaner pipelines between our systems, improve our dashboards, and — by the end of the summer — present a proposal to automate something we're still doing the slow way. Real scope. Real impact. No busywork. WHAT YOU'LL DO: - Data Pipelines & Reporting - Create, improve and validate hiring-related dashboards in Visier and Ashby, our recruiting system - Create ad hoc spreadsheets and dashboards for tracking metrics related to hiring pipeline, headcount, and time-to-fill across regions - Build pivot tables and summary views that break down hires by type, team, and source of hire - Investigate data discrepancies between systems and document root causes with a clear audit trail - Leadership & Business Reporting - Pull and format weekly data snapshots for TA leadership reviews, QCRs, and executive business updates - Build reusable Google Slides templates that populate from live dashboard data — so the team stops rebuilding the same deck every week - Support ad hoc reporting requests from TA leaders and HR business partners with clean, clearly sourced outputs - AI Automations & Dashboards - Identify opportunities to use AI tools such as Gemini and Claude to automate and visualize data dashboards - Spend & Vendor Tracking - Maintain the agency and search firm spend tracker for FY27 - Cross-reference recruiter notes, hire records, and finance data to validate fee attribution and surface anomalies - Capstone Project - Identify one recurring manual workflow and design a working prototype or implementation plan to automate or significantly streamline it - Present your findings and recommendation to TA leadership to wrap up the internship Qualifications - Currently pursuing a degree in Business Analytics, Information Systems, Statistics, HR, or a related field - Solid Google Sheets or Excel skills — pivot tables, formulas, and data cleaning are part of your toolkit - Curious about how data flows between systems and why things break at the handoff - Organized enough to run multiple recurring workflows without letting one slip - Clear written communicator — you can explain a data discrepancy to someone who didn't ask for a deep-dive - Comfortable working asynchronously with a distributed, global team - Exposure to HR or ATS systems (Ashby, Greenhouse, Workday) is a plus, not a prerequisite - Bonus: any experience with Google Apps Script, Python, or lightweight automation tools Benefits - Meaningful work from week one — the dashboards and reports you build go directly into leadership meetings - A defined capstone project with a real presentation to TA leadership, ready to talk about in your next interview - Direct mentorship from the Head of Talent Strategy with regular 1:1s and honest feedback - A front-row view of how a global, high-growth tech company runs people operations and talent strategy - Competitive hourly compensation