• Identify and develop key regional markets to increase submitted applications and improve enrollment rates. • Oversee and update the school’s customer relationship management system, ensuring accurate data entry and reporting while following up on sales-qualified leads to enhance conversion rates. • Actively promote the university to potential students, significantly increasing the number of applicants for the Bachelor of Science in International Hospitality Management program at the Lausanne and Singapore campuses. • Provide accurate and enthusiastic responses to inquiries about the university’s academic programs and admissions criteria, both in-person and through online/digital recruitment channels. • Organize and manage both online and in-person recruitment events, ensuring they align with the strategic goals of the institution. • Lead and manage a team of recruitment advisors and/or interns as assigned by Recruitment Director, providing guidance, support, and performance evaluations to ensure effective execution of recruitment strategies. • Train team members to enhance their skills in recruitment practices, sales techniques, and customer service. • Conduct interviews and evaluate candidate assessments to ensure a high standard of applicant selection. • Engage with professional and governmental organizations to promote the university’s offerings and explore potential partnerships. • Develop relationships with local Alumni chapters and collaborate to organize yield events in your assigned regions. • Participate in regional and national conferences to stay updated on admissions criteria, trends, and best practices, advising the Admissions Manager and Director accordingly. • Manage and adhere to the recruitment budget allocated for your regions, ensuring optimal resource allocation. • Prepare regular reports on recruitment activities, outcomes, and market trends to inform strategic planning and decision-making.

• Responsible for Service Excellence throughout the recruitment cycle. • Acts as a brand ambassador for their client and partners with the hiring managers in a consultative capacity. • Focused on delivering top talent for their 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 as well as other team members. • Demonstrate innovation and outside of the box thinking with their 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 specific to the job opening. • Source candidates via resume databases and networking sites using sophisticated Boolean search language. • Source candidates via social media channels and deep web sourcing techniques. • Generate targeted lists of passive candidates using member subscriptions and technologies. • Solicit and pursue referrals from business networks and/or internal referrals. • Utilize proprietary software for mobile and email campaigning to talent communities. • Use a sophisticated mix of media to connect with talent community (phone, email, campaigning, network introductions and social media). • Provide value propositions uniquely tailored to each candidate situation and interest level in the job. • Prepare candidates for interviews; providing logistical information, interview schedule, appropriate attire and expectations for follow up from the recruiter; additional counsel as needed. • Ensure all candidates are provided with timely updates concerning the status of their applications and interviews. • Throughout the process, keeps a strong pulse on the interest levels and/or concerns of top candidates. • Conduct professional and thoughtful phone interviews that are infused with industry/role specific probing questions as the conversation/interview dictates. • Navigate difficult conversations in order to gather appropriate information. • Compare candidate phone interview notes and skills assessments with requisition specifications to determine if the candidate is a match for the role. • Apply consideration for factors relative to candidate fit to team and cultural fit. • Issue skills testing as needed and evaluate results (if process dictates). • Review background and reference information (if process dictates). • Keep candidates engaged throughout process. • Continuously build talent pipeline to ensure there are multiple candidates in play at all times. • Keep hiring manager up to date on any market changes that would impact the hiring process or talent community. • Articulate a job offer and drives for candidate acceptance. • Partner with the hiring manager to ensure the offer is accepted by the candidate. • Strict adherence to all regulations (OFCCP and all other compliance standards set forth). • Demonstrate segment/practice/industry expertise. • Work to deliver a strong candidate slate for each requisition. • Provide accurate and regular reporting of recruiting activities. • Identify perceived difficulties with searches and research solutions by collaborating with leadership (and hiring manager as appropriate). • Proactively and regularly communicates the status of each search to the hiring manager. • Other duties as assigned.

• The Senior Recruiter is responsible for Service Excellence throughout the recruitment cycle. • The Senior Recruiter acts as a brand ambassador for their client and partners with the hiring managers in a consultative capacity. • Focused on delivering top talent for their 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. • Act as a mentor to Recruiters as well as other team members. • Demonstrate innovation and outside of the box thinking with their 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 specific to the job opening. • Source candidates via resume databases and networking sites using sophisticated Boolean search language. • Source candidates via social media channels and deep web sourcing techniques. • Generate targeted lists of passive candidates using member subscriptions and technologies. • Solicit and pursue referrals from business networks and/or internal referrals. • Utilize proprietary software for mobile and email campaigning to talent communities. • Use a sophisticated mix of media to connect with talent community (phone, email, campaigning, network introductions and social media). • Provide value propositions uniquely tailored to each candidate situation and interest level in the job. • Prepare candidates for interviews; providing logistical information, interview schedule, appropriate attire and expectations for follow up from the recruiter; additional counsel as needed. • Ensure all candidates are provided with timely updates concerning the status of their applications and interviews. • Throughout the process, keeps a strong pulse on the interest levels and/or concerns of top candidates. • Conduct professional and thoughtful phone interviews that are infused with industry/role specific probing questions as the conversation/interview dictates. • Navigate difficult conversations in order to gather appropriate information. • Compare candidate phone interview notes and skills assessments with requisition specifications to determine if the candidate is a match for the role. • Apply consideration for factors relative to candidate fit to team and cultural fit. • Issue skills testing as needed and evaluate results (if process dictates). • Review background and reference information (if process dictates). • Keep candidates engaged throughout process. • Continuously build talent pipeline to ensure there are multiple candidates in play at all times. • Keep hiring manager up to date on any market changes that would impact the hiring process or talent community. • Articulate a job offer and drives for candidate acceptance. • Partner with the hiring manager to ensure the offer is accepted by the candidate. • Strict adherence to all regulations (OFCCP and all other compliance standards set forth). • Demonstrate segment/practice/industry expertise. • Work to deliver a strong candidate slate for each requisition. • Provide accurate and regular reporting of recruiting activities. • Identify perceived difficulties with searches and research solutions by collaborating with leadership (and hiring manager as appropriate). • Proactively and regularly communicates the status of each search to the hiring manager. • Other duties as assigned.