• You will own the entire recruiting function at Teaching Socials: from outbound sourcing to signed employment contract. • Active Sourcing & Talent Scouting: LinkedIn Recruiter, networks, communities, events. • Pipeline & First Contact: initial phone outreach, qualification calls, fit checks using scorecards. • Job Profiles & JD Writing: refine requirement profiles with hiring managers, write and optimize job postings. • Funnel Management: screening, shortlisting, coordinating and conducting interviews, case tasks, references. • Stakeholder Management: close coordination with hiring managers; clear next steps. • Distribution: posting on job boards and target-relevant channels; building and maintaining talent pools. • Reporting: weekly reports (sourcing activity, interviews, offers, time-to-fill, offer acceptance).

• Finding Candidates: Lead a detailed job scope meeting with the hiring leader to determine position specifications, providing relevant market data and recommendations on possible approaches to the search or candidate requirements • Review of candidates who have applied via the Applicant Tracking System (ATS) • Evaluate candidate qualifications against position requirements and determine who to move forward in the recruitment process • Develop and manage recruitment marketing plans or sourcing plans to determine the most appropriate candidate sources that align to the search requirements • Source candidates via resume databases, search engine and networking sites using Boolean search language • Solicit and pursue referrals from business networks and/or internal referrals • Utilize Cielo’s proprietary software for mobile and email campaigning to talent communities • Engaging Candidates: Use an appropriate mix of media to connect with talent communities (phone, email, social media, etc.) • Articulate value proposition to candidates who are interested in the job opportunity • Prepare candidates for interviews, coaching them on logistical information, interview schedule, appropriate attire and overall expectations • Ensure candidates are provided with timely updates concerning the status of their applications and interviews • Assessing Candidates: Draft and utilize phone interview templates appropriate to the job description • Use independent judgement to compare candidate phone interview notes and skills assessments with position requirements to determine if the candidate is a match for the role or a potential match for other open positions • Issue skills testing as needed and evaluate results (if process dictates) • Review background and reference information (if process dictates) • Influencing the Hire: Keep candidates engaged throughout process, ensuring consistent communication on the status of the search • Partner with hiring leader to determine offer details, using market data and compensation guidelines to support recommendations • Articulate a job offer to candidate and drive for candidate acceptance, anticipating and negotiating counter-offers as appropriate • Service Excellence: Strict adherence to all regulations (OFCCP and all other compliance standards set forth) • Work to deliver a strong candidate slate, continuously building talent pipelines to ensure there are multiple qualified candidates in play at all times • Provide accurate and regular reporting of recruiting activities to the hiring leader and Cielo leadership to depict both metrics and efforts • Identify perceived difficulties with searches and research and recommend solutions to both internal and external stakeholders • Proactively and regularly communicate the status of each search to the hiring leader, providing a consultative approach with recommendations on how to move forward.

• 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