• 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.

• 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