• Partner with hiring managers to understand technical requirements, team dynamics, and role expectations for mission-critical positions (e.g., data center engineers, critical facilities managers, project managers, MEP engineers). • Develop and execute innovative sourcing strategies to build diverse pipelines of qualified candidates through networking, research, referrals, and direct outreach. • Manage the full cycle recruiting process, including screening, interview coordination, offer negotiation, and candidate onboarding support. • Maintain up-to-date knowledge of the mission-critical industry, including workforce trends, compensation benchmarks, and competitor landscapes. • Deliver an exceptional candidate experience by ensuring clear communication, timely feedback, and transparency throughout the process. • Develop and implement an internship program in partnership with local technical schools and universities, focusing on junior and senior students. • Contribute to long-term workforce planning by converting successful interns into entry-level hires where appropriate. • Partner with People Solutions and hiring teams to ensure compliance with company policies and employment regulations. • Track recruiting metrics and provide reporting on pipeline health, time-to-fill, and hiring success.

• Independently source and place clinicians onto travel assignments. • Independently manage a working staff portfolio delivering a supportive and exceptional working experience to your clinicians and meaningfully contributing to Trusted growth and revenue targets. • Utilize independent insight and discretion when conducting multiple intake calls daily with new job seekers coming into the Trusted platform. • Draw from prior experience and exercise judgment to evaluate a clinician’s qualifications and suitability for placement. • Maintain a high level of proficiency in the systems, processes and tools that we use at Trusted to engage with job seekers, identify relevant opportunities, pitch and submit job seekers to new opportunities and manage the end-to-end job search workflows. • Contribute to the team culture in a positive way and regularly surface feedback in a productive manner that has an impact on the growth and success of the organization. • Other duties include emergency phone line coverage, 1 week-long shift per year.

• Manage the full-cycle recruiting process for positions under the corporate recruiting responsibility area including exempt level field based positions with little to no guidance ensuring a smooth experience for the hiring team and candidates • Develop and maintain strong relationships with business leaders, hiring managers, and HR Partners and partner with them to gain full understanding and each position and set expectations for the recruitment process • Effectively communicate to all involved parties including business leaders, hiring managers, HR Partners, agencies, and candidates including managing candidate expectations and ensure feedback is provided timely • Develop and maintain relationships with candidates to build applicant pool and seek referrals from other candidates • Proactively source candidates online when needed using partners such as Indeed, LinkedIn, and Google • Manage SuccessFactors ATS including requisitions, postings, and candidates • Partner with hiring team to build job profiles and other marketing materials that support recruitment activities as needed • Assist in metrics reporting to analyze various pieces of the recruitment process • Manage corporate recruiting internship program and assist in managing social media initiatives • Collaborate with other Talent Acquisition team members on TA initiatives and bring ideas in a compelling manner that gains commitment from others

Role Description We're hiring our first dedicated Talent Acquisition Specialist to own our hiring engine end to end. This is a high-volume, full-cycle recruiting role. - Source and hunt outbound. - Run a high volume of recruiting interviews. - Build the outbound recruiting system including cadences, messaging, screening rubrics, and tooling. - Partner directly with our hiring leaders. - Clear path to grow into broader operations as you prove the model. Key Responsibilities - Outbound Sourcing: - Proactively identify, engage, and attract qualified candidates through targeted outbound outreach. - Source creatively across multiple channels (LinkedIn, social communities, referrals, etc.). - Build and maintain a strong pipeline across our recurring hiring needs. - Screening & Interviewing: - Run a high volume of screening interviews (30+ interviews per week). - Write clear, concise candidate write-ups and recommendations. - Move qualified candidates through the process effectively. - Candidate Experience & Communication: - Own all candidate communication from first contact through offer or handoff. - Represent a premium brand professionally at every touchpoint. - Hiring Manager Partnership: - Take hiring briefs and ask sharp clarifying questions. - Partner closely with department heads to understand priorities. - Onboarding & Admin: - Coordinate offers, contracts, account and tool setup, and smooth onboarding. - Keep hiring pipelines organized and accurately tracked. - Conduct onboarding calls to ensure a smooth handoff. - Build the Engine: - Design and continuously improve our outbound recruiting process. Qualifications - 12+ months in a high-volume recruiting function (agency/staffing background strongly preferred). - Demonstrated outbound sourcing experience. - Native-level English fluency, written and verbal. - Full-cycle screening experience. - Consultative intake skills. - Creative, multi-channel sourcing instincts. - Self-directed and execution-focused. - Proficiency with recruiting/sourcing tools and an ATS a plus. Requirements - Base Pay: $4,000–$6,000 USD/month (based on experience). - Bonus: Performance bonus on successful hires. - Hours: Full-time. - Location: Remote. Benefits - A clear path to grow into broader operations as the function scales.