• Build targeted candidate pipelines • You will proactively identify and source qualified candidates across Latin America for marketing roles. Your goal is to build strong candidate pipelines quickly and consistently. • Maintain organized candidate pipelines • You will track sourced candidates in our ATS and ensure strong candidates move efficiently through the recruiting pipeline.

Role Description This is not an internal HR role. You will not be recruiting for trainwell. Instead, you will act as a strategic recruiting partner for a portfolio of insurance agency clients across the country. You are joining after our Founding Recruiting Lead has established the initial framework. Your mission is to execute and scale that foundation—managing a high volume of open roles, delivering top-tier talent to agency owners, and helping refine the processes that will define our division’s success. What You’ll Do - Manage Full-Cycle Recruitment: Own the end-to-end recruiting process for a variety of roles, including Insurance Sales Producers, Account Managers, and hybrid customer service positions. You will not rely solely on job postings/inbound applications. - Client Partnership: Serve as the primary recruiting contact for agency owners. You will manage expectations, provide market insights, and guide them through the hiring process. - Candidate Evaluation: Screen candidates for cultural fit, sales aptitude, and technical insurance knowledge. Coordinate and help administer structured group interviews with agency owners. - Process Optimization: Work within and help improve our recruiting systems, documentation, and workflows. Track recruiting KPIs and placement metrics to ensure efficiency and quality. Qualifications - 2+ years of full-cycle recruiting experience, ideally in an agency setting or a high-volume corporate environment. - Experience recruiting for sales or insurance roles is a strong plus. Requirements - Process-Driven: You are organized and metrics-minded. You understand the recruiting funnel and how to move candidates efficiently without sacrificing quality. - Client-Facing: You are comfortable communicating with business owners and holding them accountable to timelines and hiring standards. You can push back professionally when necessary. - Autonomous: You thrive with minimal oversight. You are a self-starter who can manage multiple open roles across different time zones without needing daily direction. - A Builder: While the foundation is in place, you are excited by the prospect of helping to refine and scale a new division. You are always looking for ways to make the process better. Benefits - Base Salary - Commission per successful placement - Performance Bonuses - Health Insurance - 401k with match & Roth 401k - PTO, Life Insurance, Disability Insurance

Role Description Seeking board-certified/eligible Psychiatrists for remote telepsychiatry positions. - 24/7/365 On-Demand Telepsychiatry consultative coverage. - Compact license in multiple states (Ideal). - OK, MD, IN (preferred) for initial start dates. - Willing to obtain additional state medical licenses as needed. - Flexibility to work full-time and part-time. - Day, swing, and overnight shifts available. Qualifications - Board-certified/eligible Psychiatrists. Requirements - Ability to work remotely while engaging with the Vituity Community. Benefits - Superior Health Plan Options. - Dental, Vision, HSA, life and AD&D coverage, and more. - Partnership models allow a K-1 status pay structure, allowing high tax deductions. - Extraordinary 401K Plan with high tax reduction and faster balance growth. - Eligible to receive an Annual Profit Distribution/yearly cash bonus. - EAP and travel assistance included. - Student loan refinancing discounts. - Purpose-driven culture focused on improving the lives of our patients, communities, and employees. - Estimated annual base compensation of $275,000 – $900,000, depending on site, specialty, clinical volume, schedule, and experience. - Compensation for part-time and per diem roles is prorated based on clinical hours worked. - Vituity physicians participate in our partnership model from day one, which includes profit distributions, equity ownership, and K-1 tax advantages.

• 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.