• Personally own and drive full-cycle recruiting for Director+ (PL6-PL7), Principal+ (IC6-IC7), and select VP-level roles — from sourcing through close. • Build and execute bespoke search strategies for each role: leadership hiring does not follow a standard playbook. Each search requires a tailored approach based on the role's strategic importance, confidentiality requirements, market dynamics, and candidate motivations. • Develop and maintain deep, long-term relationships with senior talent in defense, aerospace, and adjacent industries — Chief Engineers, Heads of Production, Program Directors, VPs of Engineering — building pipelines years before roles open. • Navigate complex closing dynamics unique to leadership hiring: competing equity packages, unvested retention, dual-career relocation, clearance transfers, non-compete considerations, and executive-level comp negotiations. • Manage confidential and sensitive searches with discretion — some roles cannot be posted, some candidates cannot be approached through normal channels, and some searches require managing information asymmetry between multiple stakeholders. • Build and maintain proactive leadership pipelines against Anduril's recurring senior hiring needs: Chief Engineers, Heads of Production, Program Directors, Growth Leaders, Senior Directors of Engineering, and other L6+ tech-driven archetypes. • Act as a trusted talent advisor to Divisional Heads of TA, senior hiring managers, and (at IC5-IC6) C-suite executives on leadership hiring strategy, market realities, and organizational design implications.

Role Description Pansophic Learning is looking for a creative Talent Acquisition expert who works in collaboration with Company leadership to develop and help implement talent recruitment strategies nationally in a fast-paced, high growth environment. - Develop and maintain relationships with key Shared Services stakeholders - Identify top active talent in the education industry through various sourcing methods, including online job boards, social media, and referrals - Engage with passive talent through LinkedIn, Indeed, etc. - Screen candidates to assess their qualifications, experience, and fit for various Shared Services roles - Manage the full-cycle recruiting process, including scheduling interviews, conducting background checks, and extending job offers - Ensure hiring managers and candidates consistently receive a high level of service throughout the screening, selection and placement process - Maintain accurate records of candidate information and job postings - Understand talent acquisition best practices and advise company leadership on available tools and approaches - Ensure compliance with all necessary company policies and state/federal regulations - Partner with Marketing & Communications to implement a social media strategy - Other duties as assigned Qualifications - Bachelor’s degree required - 5+ years of experience in talent acquisition - Experience with major applicant tracking systems required, Greenhouse preferred - Experience with high growth, high-volume recruiting needs required - Experience developing and deploying practices that increase the pipeline of diverse talent for key talent communities - Basic knowledge of employment and labor laws across the United States - Comfort working in a fast-paced environment - Strong written and verbal communication skills - Strong time management skills Benefits - The annual starting salary for this position is between $65,000 – $85,000 annually. - Medical insurance - Dental insurance - Vision insurance - 401(k) retirement plan - Life insurance - Long-term disability insurance - Short-term disability insurance - 10 paid holidays annually - Paid Time Off to cover sick, vacation, and personal absences - 4 unique health insurance plans to choose from that cover a wide range of deductibles and co-insurance levels Company Description Pansophic Learning is an education company that strives to provide students and educators exceptional learning solutions that enable them to maximize their success academically and in life, regardless of geographic, financial, or demographic circumstance.

• Recruit, onboard, and manage 1099 contracted recruiters and W-2 clinical recruiters on a rolling basis to supplement team capacity during surge periods; own the contracting workflow, performance expectations, and offboarding for contract staff • Set and hold weekly, sprint-based, and quarterly performance expectations for all team members — W-2 and 1099 alike — including sourcing output, outreach campaigns, pipeline conversion, and time-to-fill • Conduct regular 1:1s and team meetings focused on pipeline health, obstacle removal, and individual coaching • Build and sustain a team culture grounded in accountability, urgency, and genuine care for candidates and clients alike • Oversee end-to-end recruiting operations across 7+ states with additional markets in the pipeline • Partner with regional leads and clinical directors to translate workforce needs into proactive, market-specific hiring plans • Collaborate with clinical leadership to understand discipline-specific role requirements, caseload expectations, and clinician success profiles by market • Design and maintain a structured interview facilitation process across all roles and markets — including standardized scorecards, interviewer guides, and hiring decision frameworks • Maintain and continuously improve job descriptions, postings, and outreach templates across all roles and markets • Design candidate-facing communication frameworks that move leads through the funnel efficiently without sacrificing the personal, relationship-driven approach that differentiates Thrive • Build a library of objection-handling scripts, role-specific value propositions, and market-specific talking points for recruiter use • Lead candidate closing strategy and personally close high-priority or high-hesitancy candidates • Develop onboarding-to-close communication sequences that keep accepted candidates warm from offer through start date, reducing pre-start drop-off • Travel on-site to high-stakes regions during critical hiring windows to lead boots-on-the-ground sourcing, attend career fairs, and build relationships with university training programs • Build a referral and pipeline network across professional associations (ASHA, AOTA, APTA, NASP, CEC) and school-based therapy programs • Own all recruiting KPIs and reporting infrastructure — including time-to-fill, offer acceptance rate, pipeline velocity, source-of-hire, candidate drop-off rates, and recruiter-level performance scorecards • Build and maintain dashboards that give the Executive Leadership Team and recruiting team real-time visibility into pipeline health • Leverage AI-driven sourcing tools, ATS workflows (Fountain), and recruiting automation to increase throughput without sacrificing candidate quality or experience • Use data to diagnose bottlenecks in real time and adjust strategy accordingly — not at the end of the quarter • Conduct ongoing analysis of job board spend (Indeed and others) to optimize ROI and redirect investment to highest-converting sources by market and discipline

• Drive outbound sourcing campaigns for high-priority engineering roles • Build targeted pipelines across hardware, mechanical, electrical, firmware, controls, manufacturing, and software engineering disciplines • Conduct detailed talent mapping and market research for niche or hard-to-fill skill sets • Partner closely with recruiters and hiring managers to align on candidate profiles and outreach strategies • Develop personalized, high-conversion outreach that clearly communicates Mainspring’s mission, culture, technology, and growth trajectory • Leverage sourcing platforms and alternative channels to identify high-signal candidates • Utilize AI-enabled sourcing tools and automation thoughtfully to improve search precision, messaging personalization, workflow efficiency, and candidate engagement • Qualify and conduct initial outreach conversations as needed • Track sourcing metrics (response rates, conversion rates, from posting to interviews) and continuously optimize strategy • Maintain clean, accurate data within the ATS