• Posting job openings on platforms and professional networks; • Active candidate sourcing (headhunting) on professional networks, talent pools and through networking; • Mapping professionals who match the job profile; • Direct outreach to qualified candidates (LinkedIn, WhatsApp or email); • Resume screening and initial interviews; • Preparation of technical assessment reports on candidates;

• Assist with program needs and Locum Tenens searches • Issue needed documentation for Locum Tenens candidates • Process Name Clears and Review Presentations of Locum Tenens candidates • Coordinate, establish and maintain Locums Tenens assignments for all regions • Follow Locums Tenens workflow process • Match qualifications for locum tenens physicians for respective needs • Negotiate placement fees and costs for Locums assignments • Maintain Locum Tenens physician’s information in Salesforce, as well as additional systems • Issue needed documentation for Locum Tenens clinicians • Act as point of contact for Staffing Companies for all Locum Tenens needs • Maintain records of current Staffing Company • Create/Run reports to track progress of locum searches • Build relationships with Staffing Companies • Perform other related duties and special projects as assigned by manager

• Lead Full-Cycle Recruiting • Own end-to-end recruiting across a range of roles, including financial advisors, planners, operations, and corporate functions. • Develop and execute creative sourcing strategies to attract high-quality talent in competitive markets. • Conduct competency-based interviews and guide hiring managers through structured selection processes. • Drive proactive pipeline development and workforce planning discussions with leadership. • Ensure an exceptional, high-touch candidate experience from initial outreach through onboarding. • Oversee workforce planning and recruiting strategy for the firm’s internship program, including university partnerships, campus outreach strategy, selection processes and intern conversion planning. • Serve as Player-Coach & Recruiting Strategist • Provide guidance, coaching, and best-practice direction to recruiting team members. • Elevate sourcing strategy, candidate assessment rigor, and stakeholder partnership standards. • Standardize recruiting processes, interview frameworks, and selection criteria. • Support requisition prioritization and capacity planning. • Monitor recruiting metrics and provide insights to leadership on pipeline health, hiring velocity, and market trends. • Support Recruiting Systems & Analytics • Partner with HRIS and Corporate IT to support the implementation and optimization of the Workday Recruiting module. • Help define recruiting workflows, interview stages, and reporting dashboards within Workday. • Leverage recruiting analytics to inform hiring strategy and workforce planning. • Identify opportunities to improve efficiency, compliance, and candidate experience through system enhancements. • Build Industry Talent Networks • Cultivate and maintain strong external networks within wealth management, financial planning, and RIA communities. • Leverage industry associations, referral channels, and targeted sourcing campaigns to strengthen pipelines. • Partner with leadership to map competitor landscapes and proactively engage passive talent. • Develop and maintain relationships with universities, finance programs, and student organizations to build a strong, recurring pipeline of intern talent. • Strengthen Employer Brand & Diversity Efforts • Partner with marketing and leadership to position the organization as an employer of choice within the wealth management industry. • Develop outreach strategies to build diverse candidate pipelines. • Continuously refine messaging and candidate engagement strategies.

• Run proactive sourcing on LinkedIn Recruiter for active roles. • Draft and send personalized outbound messages; manage follow-up cadences. • Build and maintain talent pipelines for recurring roles across service lines. • Schedule interviews across time zones, balancing candidate and senior leader calendars. • Manage the full lifecycle: confirmations, reschedules, links, prep materials, follow-ups. • Serve as the primary point of contact for candidates throughout the process. • Maintain candidate data and stages in the ATS; keep the system clean and accurate. • Generate weekly recruiting reports — open roles, pipeline health, time-to-fill, funnel metrics. • Audit and improve ATS workflows as we scale. • Own the candidate experience from first outreach through offer and onboarding handoff. • Send timely, thoughtful communications at every stage. • Collect candidate feedback and surface trends to the TA team. • Provide white-glove coordination for partner-track and executive searches. • Schedule across senior leadership calendars with discretion. • Prepare interview materials, scorecards, and debrief sessions. • Manage job postings across LinkedIn, Indeed, niche boards, and the careers page. • Coordinate with recruiting agencies and search partners on active mandates. • Process referral submissions and support employer branding initiatives.