• Take e2e ownership of recruiting for critical business positions, consistently delivering exceptional talent ensuring successfully close complex and senior-level requisitions • Achieve and maintain an average time-to-fill of 45 days or less for all your assigned requisitions, demonstrating mastery of the entire hiring process from sourcing to closing and ensuring business-critical teams get the talent they need, faster without compromising the quality of hire • Ensure your hired candidates are rated as high quality in their first 6-month review, proving a deep understanding of role requirements and a rigorous assessment process that selects for long-term success and cultural contribution • Establish yourself as a trusted talent advisor to your primary hiring managers, consistently achieving high satisfaction on internal feedback by providing expert market insights, co-creating effective interview plans, and influencing decisions to ensure the best possible hire is made

• Lead sourcing and conduct screening interviews for junior-level roles • Review and screen applications, prepare structured shortlists • Design and manage candidate application workflows • Own end-to-end interview scheduling • Prepare application and assessment materials • Partner with hiring managers throughout the process • Maintain accurate candidate records in ATS • Use AI tools to improve recruitment workflows

• Coordinating facility-level placements for students in nursing or technician programs looking for an internship and global nurses. • Supporting students throughout their internship journey and reporting on key findings and metrics. • Partnering with stakeholders to build and maintain a pipeline of candidates. • Continuously improving processes and fully leveraging systems and technology. • Building strong relationships with school partners and local DaVita teammates to bring Talent Partnership programs to life. • Following the process to place student interns and global nurses on an ongoing monthly cadence. • Coordinating with Facility Administrators, Regional Operations Directors, and Talent Acquisition Leaders to identify barriers for placement and develop solutions. • Providing frequent and clear communication with field and school stakeholders, including scheduling calls and sending recap emails. • Escalating barriers for placements to managers and bringing solution-oriented ideas to drive performance in the market. • Leveraging data to analyze program performance and drive strategy within the market.

• Proactively identify, engage, and attract qualified candidates through targeted outbound outreach — building target lists and contacting passive candidates, not just reviewing inbound applicants. • Source creatively across multiple channels (LinkedIn, social communities, referrals, and beyond), especially where the best people don't post or apply. • Build and maintain a strong pipeline across our recurring hiring needs, with a primary focus on scaling our Client Success team from ~12 to 25 this year. • Run a high volume of screening interviews to assess role fit, professionalism, and alignment with our standards. 30+ Interviews per week. • Write clear, concise candidate write-ups and recommendations that let hiring managers make decisions quickly. • Move qualified candidates through the process effectively to meet aggressive hiring deadlines. • Own all candidate communication from first contact through offer or handoff, with consistent, fast follow-up (multi-touch, multi-channel). • Represent a premium brand professionally at every touchpoint — you're the first human a candidate meets. • Take hiring briefs, ask sharp clarifying questions, and push back intelligently to shape a fillable, accurate search. • Partner closely with department heads to understand priorities and hit hiring targets. • Coordinate offers, contracts, account and tool setup, and a smooth onboarding. • Keep hiring pipelines organized and accurately tracked. • Work with Key Executives at Impact Clients to prepare hiring documents such as: hiring plans/briefs, job descriptions, Candidate Outreach Assets, Interview Guides, Candidate FAQ sheets etc. • Conduct Onboarding calls to ensure a smooth handoff between new team members and their respective departments. • Design and continuously improve our outbound recruiting process — sourcing logic, messaging cadences and templates, screening rubrics, and the platform/tooling stack — optimizing for speed, quality, and volume.