• The professional will be responsible for executing the following stages of the selection process: Phase 1: Alignment and Planning - Profile definition (Briefing): meeting with the client/hiring manager to understand the real need, company culture, and required technical and behavioral competencies to define the position scope. • Salary research: quick market survey to validate whether the proposed compensation is attractive and compatible with the required profile. • Phase 2: Attraction and Screening - Posting: registering and publishing the vacancies on major recruitment platforms (e.g., LinkedIn, Gupy, Catho, Indeed, etc.). • Resume screening: analyzing applicants and filtering those who best match the profile. • Active hunting: proactive search for professionals in the market who are not necessarily looking for a job, using LinkedIn Recruiter or other tools. • Phase 3: Outreach and Engagement - Initial approach: first contact with potential candidates to present the opportunity and generate interest. • Follow-up: strategic follow-up and persistence with candidates who did not respond to the first approach, ensuring a higher conversion rate in the funnel. • Phase 4: Assessment and Selection - Scheduling: managing calendars for initial interviews and alignment meetings. • Screening interviews: conducting initial interviews (competency-based or cultural fit) to validate resume information. • Test administration: sending, monitoring, and collecting technical or behavioral assessments required for the role. • Phase 5: Client Alignment and Closing - Shortlist alignment: presenting finalist candidates to the client, providing summarized evaluations for each. • Approval feedback and offer letter: formalizing the approval to the selected candidate and sending the offer letter (job offer).

• Own the hiring function. Lead recruiting for clinical roles against monthly therapist hiring targets, and manage and grow the recruiting team as volume increases • Build the recruiting infrastructure. Stand up recruiting tech stack and workflows (ATS, sourcing, scheduling, reporting) and repeatable playbooks for sourcing, screening, interviewing, and offers • Make hiring measurable. Build the analytics layer and a single source of truth for pipeline health, funnel conversion, source effectiveness, cost-per-hire, and recruiter performance; tie hiring outcomes to company growth goals • Plan capacity. Translate the growth plan into a hiring plan, align pipeline with patient demand, and report how much new patient volume we can absorb • Raise candidate quality. Partner with the clinical team to define what a qualified candidate looks like, review pipeline together, and sharpen the sourcing strategy • Build the brand. Make Handspring the employer of choice for therapists, so a growing share of hires come to us inbound

• Participate in all aspects of the College’s off-campus recruitment program. • Manage an extensive travel schedule for an assigned geographic territory. • Schedule and attend high school and career & technical education center visits and classroom presentations, college fairs, transfer fairs, and other recruitment-based events. • Develop data-driven strategies for recruitment in assigned territory. • Evaluate the effectiveness of the various approaches taken and make recommendations for adjustments where appropriate. • Coordinate specialized programming for the assigned territory. • Explore and recommend new initiatives to cultivate relationships with secondary school counselors, community-based organizations, and other individuals with influence in the college search process. • Design and deliver presentations to groups of prospective students and their supporters off campus. • Monitor, understand, and analyze data and reports to track progress towards meeting enrollment goals. • Develop, manage, and recommend to the Director a budget for recruitment activities. • Provide complete support and follow-up to prospective students and their supporters via multiple modes of communication. • Develop and implement effective strategies to manage and drive inquiries and applicants through the admissions funnel.

Role Description Bitfit Lab 正在寻找一位高效、结果导向的中文母语招聘官负责拓展我们在区块链与 Web3 领域的团队。候选人需具备丰富的招聘经验、出色的中英双语能力并熟悉技术人才市场。 Bitfit Lab is seeking a proactive, results-driven Native Chinese Recruiter to scale our Web3/blockchain teams. You must have solid recruitment experience, strong bilingual skills, and tech market insight. Responsibilities - 全流程招聘: 独立负责从简历搜寻、面试到 Offer 录取的全流程管理。 - End-to-End Hiring: Manage the full recruitment lifecycle from sourcing to offer stage. - 人才库建设: 拓展 Web3、技术研发、产品及业务拓展等岗位的核心人才池。 - Pipeline Building: Build talent pools for Web3, engineering, product, and BD roles. - 跨区域寻猎: 主导中国大陆、港澳台及海外华语市场的招聘工作。 - Market Focus: Lead recruitment across Mainland China, HK, Taiwan, and global Chinese-speaking markets. - 渠道挖掘: 熟练运用 LinkedIn、社区、行业人脉及社交媒体进行主动挖猎。 - Active Sourcing: Hunt candidates via LinkedIn, crypto communities, networking, and referrals. - 团队协作: 与海内外部门主管紧密配合确保面试流程高效、候选人体验良好。 - Collaboration: Work with global hiring managers to ensure smooth processes and top candidate experience. Qualifications - 经验: 3–5 年科技、区块链、Web3 或 Fintech 行业招聘经验。 - Experience: 3–5 years in tech, blockchain, Web3, or fintech recruitment. - 语言: 中文普通话达到母语水平英语沟通流利。 - Language: Native Mandarin speaker with fluent English communication. - 市场认知: 熟悉华语地区人才格局、主流渠道和寻猎技巧。 - Market Savvy: Deep understanding of the Chinese talent landscape and local sourcing tools. - 岗位全能: 兼具技术研发/产品与非技术市场/运营岗位的招聘能力。 - Versatility: Proven track record hiring both technical and non-technical profiles. - 效率: 熟练使用 LinkedIn Recruiter / ATS具备极强的自驱动力和独立工作能力。 - Efficiency: Proficient with LinkedIn Recruiter/ATS, self-motivated, and able to work independently. Preferred Qualifications - 拥有区块链/加密货币领域的猎头或企业内嵌招聘经验。 - Prior recruiting experience within crypto, Web3, or blockchain sectors. - 在华语币圈/Web3 社区拥有现成的人脉资源。 - Existing network within Chinese-speaking crypto/Web3 communities. - 具备亚太地区或全球远程团队的招聘经验。 - Experience hiring remote talent across APAC or international markets.