• Source and engage passive candidates across Sales, Account Management, Client Success, and Services functions using a mix of tools and channels. • Conduct initial phone screens to assess baseline qualifications, interest, and fit before advancing candidates to hiring managers. • Maintain organized, detailed notes and documentation in our ATS to ensure clean handoffs and pipeline visibility for the broader team. • Manage high-volume outreach and candidate communication with consistency, timeliness, and professionalism. • Partner with full-cycle recruiters and hiring managers to align on target profiles, calibrate on candidate quality, and refine search strategies based on market feedback. • Build and maintain talent pipelines for recurring and hard-to-fill roles within the Sales and Services organizations. • Track sourcing metrics and pipeline data to identify what's working and where to adjust. • As opportunity allows, take ownership of select searches from intake through close.

• 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.