• Maintain relationships with registered candidates, ensuring up-to-date information on availability, work status, certifications, and market trends • Research, identify, and attract new candidates to support Senior Account Managers • Foster referrals and recommendations to strengthen the candidate pipeline • Monitor candidate applications and ensure efficient processing • Qualify, shortlist, and present suitable candidates against defined job requirements • Assist with recruitment and selection processes through liaison with candidates and internal teams • Develop long-term candidate relationships and track engagement • Consistently meet agreed KPIs and targets • Source freelance and contract personnel for offshore and project-based assignments • Build and maintain a live, scalable candidate pipeline aligned with project demand • Conduct market research to identify emerging skills, availability trends, and talent pools • Support short-notice and time-critical project requirements • Coordinate travel and accommodation for deployed personnel (flights, hotels, trains, vehicles) • Support mobilization planning in line with project schedules • Ensure all relevant candidate documentation is complete prior to mobilization • Maintain accurate and up-to-date candidate and client records in CRM • Provide first-line support for recruitment-related enquiries • Conduct pre-employment and compliance checks in line with policy and legislation • Manage diaries for scheduled calls and interviews with Account Managers and Team Leaders • Liaise closely with recruitment and delivery teams on live requirements • Comply with management systems, payroll, billing, and database procedures • Provide professional feedback to candidates at all times • Support Senior Account Managers with candidate insights, availability tracking, and market intelligence • Communicate clearly with internal teams regarding candidate status and pipeline progress • Understand and support the end-to-end sales and delivery process

Role Description Du verantwortest den kompletten Recruiting-Bereich bei Teaching Socials: von Outbound-Sourcing bis unterschriebener Arbeitsvertrag. Kein HR-Admin, kein Feel-Good – pure Talent Acquisition mit klaren KPIs. - Active Sourcing & Talent Scouting: LinkedIn Recruiter, Netzwerke, Communities, Events. - Pipeline & Erstkontakt: telefonischer Erstkontakt, Quali-Calls, Fit-Check gegen Scorecards. - Job Profiles & JD-Writing: Anforderungsprofile mit Hiring Manager schärfen, Stellenanzeigen verfassen & optimieren. - Funnel-Steuerung: Screening, Shortlist, Interviews koordinieren & führen, Case-Tasks, References. - Stakeholder-Management: enge Abstimmung mit Hiring Managern; klare Next Steps. - Distribution: Postings über Jobboards & zielgruppenrelevante Kanäle; Talentpools aufbauen & pflegen. - Reporting: Weekly Reports (Sourcing-Aktivität, Interviews, Offers, TTF, Offer-Acceptance). - Process & Tools: ATS/CRM pflegen (Recruitee), Vorlagen & SOPs weiterentwickeln. Qualifications - 2–4+ Jahre Full-Cycle Recruiting (Agentur/Beratung/High-Growth bevorzugt). - Nachweisbare Erfahrung im Outbound-Sourcing und Füllen schwieriger Rollen. - Sicher in Interviewmethoden & Auswahlverfahren (z. B. Structured Interviews, Scorecards). - Vertraut mit ATS & Talent-Datenbanken; sehr gute Research-Skills. - Deutsche Sprache C1+, klare schriftliche & mündliche Kommunikation; Englisch vorteilhaft. - Data-driven Mindset: Du steuerst nach KPIs. Requirements - HR-Generalisten ohne aktives Sourcing. - Corporate-Denke, langsame Prozesse, „nur Post & Pray“. - Leute, die „nur einen Job“ wollen statt sichtbaren Hiring-Impact. Benefits - Wir arbeiten mit hohen Standards und messen uns an Ergebnissen. - Schnelle Umsetzung, direkter Zugang zu Foundern & Hiring Managern. - Umfeld mit Wachstums-DNA: Disziplin, Ambition, Ownership.

• The Recruiter is a critical driver of Intuitive continued growth and success in the medical robotics field. • Partner closely with leadership teams and HR to drive successful hiring processes for current and future job openings. • Responsible for sourcing and end to end recruiting for a variety of positions, that includes senior and executive positions across APAC Region. • Work as a talent advisor with hiring managers regarding the recruiting process. • Partner with hiring manager to understand key requirements and develop strategies in partnership with the sourcing team to enable strong candidate flow. • Develop and implement sources for applicants using networking, internet sourcing, employee referral programs, job fairs, trade fairs, associations. • Identify passive job seekers using a full range of recruitment search tactics. • Proactively Source and Screen candidates for position and company fit. • Drive timely execution of direct sourcing and screening process. • Build strong relationships with hiring managers to ensure a smooth recruiting process and consult with them regarding staffing best practices, trends, issues and challenges. • Provide talent availability heat maps to help guide hiring manager during recruiting strategy meeting. • Maintain accurate and thorough records of all recruiting in the ATS for the purpose of government reporting and resource analysis. • Be an active participant in driving continuous improvement initiatives within the Staffing team. • Mentor others, demonstrate interpersonal awareness, encourages excellence, leverage and value diversity, and foster collaboration. • Understand, analyze, and present data associated with hiring process. • Develop collaborative partnerships with HRBPs, Finance, business leaders and other key stakeholders. • Keep abreast of industry and market trends and benchmark other organizations on best practices to ensure the most effective tools and resources are being utilized.

• Own full-cycle recruiting across the company, driving the hiring process from headcount approval request and talent sourcing through offer negotiation and close. This spans from senior leadership, technical positions, customer-facing functions and operational teams etc. • Serve as a trusted talent advisor to hiring managers and executives. Guide leveling, build scorecards, design interview loops, and partner with leaders to set the right candidate bar and hiring plan, including the honest conversations when something needs to change. • Build and actively manage candidate pipelines. Source directly rather than waiting for inbound applicants, and build pipelines that reach a diverse slate of candidates. • Direct the contract recruiter and internal scheduling and admin support: hand off the right work, brief them well, and keep the process moving. • Use AI tools of your choice in your daily work to move faster and better: draft and tailor job descriptions, summarize and compare candidate pipelines, write and personalize outreach at volume, and turn role competencies into structured interview question banks. We will not hand you a tool. We expect you to already have AI woven into how you recruit and to show us specifically how. • Partner with our Director of Total Rewards on compensation benchmarking and pay equity for offers, and lead offer negotiations through to close. • Manage external recruiting agencies when needed, scope the work, brief them, and hold them to results. • Own recruiting data and reporting (time to fill, pipeline health, source quality, offer acceptance) and use it to decide where to spend effort. • Own and improve the hiring process itself, including our applicant tracking system, interviewer training, and the service level agreements between TA and hiring teams.