• Own Full-Cycle Sales Recruiting. You’ll run end-to-end hiring for our revenue org — enterprise Account Executives, SDRs, Sales Managers, and GTM leadership. From sourcing through close, it’s yours. • Source Proactively. You don’t wait for applications. You build lists, reach out, and convert. You know how to find quota-carrying reps and sales leaders who aren’t looking and make them want to talk. • Move the Pipeline. You’ll keep hiring moving even when req volume spikes. No slow loops, no dropped candidates, no ghosting. • Partner with Sales Leaders. You’ll work closely with Andrew Mintz and GTM leadership to get sharp on what great looks like for each role — and push back when the bar isn’t right. • Use AI in Your Daily Work. AI tools are a real part of how you work — sourcing, screening, researching, and scheduling. Not a talking point. A habit.

• Manages the end-to-end recruitment process, including conducting in-take meetings, sourcing qualified candidates through a balanced source mix (e.g. passive, active, and referral candidate sources), screening applications, interviewing (e.g., phone, video, and in-person), coordinating assessments, leading scorecard calibration meetings, providing feedback to hiring managers, and facilitating hiring decisions for a wide range of positions in a timely, cost-effective, and compliant manner. • Collaborates with hiring managers and People Business Partners to understand business needs, define role requirements, conduct in-take meetings, and create effective, tailored recruitment strategies to attract qualified candidates that align to workforce planning needs. • Cultivates a positive candidate experience by ensuring timely, thoughtful, and engaging communication, promoting credit union values and culture, and integrating DEI principles throughout all phases of the hiring process.

• Perform full-cycle recruiting for open positions: sourcing, interviewing, coordinating hiring process, offer negotiation, etc. • Provide an outstanding candidate experience, from initial introduction to onboarding • Work closely with the HR team and hiring managers on constant improvement of the hiring process • Drive or take part in various HR projects and initiatives • Manage recruiting databases in structured and timely manners • Develop and maintain a continually stocked pipeline of quality talent through various methods, including, but not limited to, networking within the community, contacting and/or visiting universities, attending local job fairs and fostering continued contact with quality candidates who may qualify for future positions

• 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.