• Lead the design and implementation of comprehensive talent acquisition strategies across Sales, Account Management, Growth Marketing, Partnerships, Supply, GTM Operations, Operations, Automation, Finance, and People. • Provide data driven insights and reporting that inspire decision making and behavior change to improve hiring outcomes. • Partner with business and functional leaders on workforce planning, capacity models, role prioritization, and hiring roadmaps aligned with company goals. • Advise leaders and hiring managers on market trends, compensation structures, candidate expectations, and recruiting practices across business functions. • Own and evolve full cycle recruiting processes from sourcing through onboarding, with an emphasis on speed, quality, and candidate experience. • Define, track, and report hiring metrics such as time to fill, pipeline health, source effectiveness, diversity goals, and hiring efficiency to senior leadership. • Continuously refine recruiting workflows, tools, and systems to support scale and complexity across business teams. • Build, lead, and mentor a high performing team of recruiters supporting GTM and business functions. • Provide coaching, training, and development to improve recruiting effectiveness, assessment quality, and candidate engagement. • Partner with cross functional leaders in People, Finance, Operations, and Business Operations to drive consistency, collaboration, and scalable talent practices. • Elevate Engine’s employer brand across sales, growth, operations, finance, and people talent communities. • Ensure a world class candidate experience through clear communication, structured feedback, and efficient hiring processes. • Represent the company at industry events, conferences, and business focused talent initiatives. • Lead the thoughtful integration of AI and automation into daily recruiting workflows to increase efficiency, accuracy, and hiring quality. • Evaluate and implement AI powered tools across sourcing, screening, scheduling, candidate assessment, and pipeline management while maintaining a human centered hiring experience. • Train and enable recruiting teams to effectively adopt AI tools, using data and experimentation to continuously improve outcomes. • Measure the impact of AI driven solutions on time to fill, quality of hire, candidate experience, recruiter productivity, and business impact.

• Actively source exempt and non-exempt workforce and build talent pipelines • Networking, sourcing, and screening talent in alignment with organizational hiring goals • Building strong relationships and collaborating with hiring managers • Effectively and creatively managing the recruiting process • Demonstrating excellent virtual and face-to-face interview skills

• Own Full-Cycle Recruiting: Lead end-to-end recruiting across technical and non-technical functions, with a primary focus on highly specialized marketing, sales, engineering, AI/ML, infrastructure, product, and forward-deployed roles. • Partner With Leadership: Work directly with executives, hiring managers, and technical leaders to define hiring priorities, calibrate talent profiles, and influence organizational design decisions. • Build Recruiting Strategy: Develop and execute sourcing and hiring strategies for difficult-to-fill roles in highly competitive markets, particularly within AI, defense technology, and government-adjacent environments. • Drive Candidate Quality: Maintain a high hiring bar through thoughtful screening, interview calibration, structured evaluations, and strong partnership with interview teams. • Develop Talent Pipelines: Build proactive pipelines of exceptional candidates through outbound sourcing, networking, referrals, market research, and relationship-building. • Create Scalable Recruiting Operations: Improve and operationalize recruiting workflows, interview processes, candidate communication standards, and reporting infrastructure to support company growth. • Deliver Exceptional Candidate Experience: Ensure every candidate interaction reflects professionalism, responsiveness, transparency, and respect throughout the interview process. • Influence Employer Brand: Help shape how Legion is perceived externally by crafting compelling messaging, partnering on recruiting content, and communicating the company’s mission and technical challenges effectively. • Advise on Compensation and Closing: Partner with leadership on compensation strategy, equity conversations, and offer negotiations to successfully close high-impact candidates. • Operate Cross-Functionally: Collaborate closely with engineering, product, security, operations, and executive leadership teams to ensure recruiting efforts align with business priorities. • Provide Market Intelligence: Continuously gather and communicate insights on hiring trends, competitor activity, compensation benchmarks, and talent market dynamics. • Own Recruiting Metrics: Track pipeline health, conversion rates, time-to-fill, and hiring efficiency while identifying opportunities to improve recruiting outcomes.

• Responsible for proactively attracting, sourcing and integrating top talent to the organization • Effective onboarding and immersion of internal and external candidates • Support for HR-related duties on a professional level • Manage full-cycle recruiting process for external and internal candidates • Foster internal and external candidate through interview, selection and hiring process • Develop, implement and execute hiring strategies • Collaborate with management to understand job qualifications and candidate fit • Participate in job fairs and other recruiting activities • Provide support to Human Resources department in annual initiatives • Analyze and use HR metrics to determine appropriate actions • Assists in the maintenance, development, and administration of policies and procedures