• Partner with hiring managers and People Business Partners to understand business objectives, workforce planning, and hiring needs across clinical, operational, and corporate functions. • Lead full-cycle recruitment for designated roles, consisting of, but not limited to, mid-to senior-level positions across the organization. • Design and execute sourcing strategies leveraging networks, industry events, market mapping, and digital platforms to attract top clinical research talent. • Drive data-informed decision-making through recruiting analytics and KPIs (e.g., time-to-fill, quality of hire, source effectiveness, candidate experience). • Develop proactive talent pipelines for key functions and upcoming programs, ensuring readiness for high-volume or surge hiring. • Partner with Marketing and Communications to advance the employer brand and engage passive talent through storytelling and digital outreach. • Deliver an exceptional candidate experience, fostering transparency, inclusivity, and timely communication throughout the process. • Serve as a mentor and thought partner to any junior recruiters and coordinators, supporting development and best practices. • Ensure compliance with all applicable regulations and internal policies during recruitment and hiring activities. • Stay current on industry trends, salary benchmarks, and evolving labor markets within clinical research.

• Partner with leadership and hiring managers to understand role requirements, team dynamics, and long-term talent needs. • Provide market insights, pipeline updates, and data-driven insights/recommendations to stakeholders. • Develop and execute multi-channel sourcing strategies (LinkedIn, job boards, referrals, events, etc.). • Build and nurture strong talent pipelines for current and future hiring needs. • Manage the full candidate journey, from initial screen through offer. • Conduct phone screens and assess skills, experience, and cultural alignment. • Deliver an exceptional candidate experience with timely communication and transparency. • Coordinate interviews, ensure consistency in evaluation, and guide hiring teams on best practices. • Track progress using ATS (Greenhouse), ensuring accurate data and compliance.

• Serve as the primary owner of all internal recruiting initiatives across the organization • Manage the full recruitment lifecycle, including job postings, sourcing, screening, interviewing, and offer support • Recruit for roles across multiple levels and disciplines using ATS tools, social media, professional networks, and outbound sourcing strategies • Manage relationships with external recruiting partners to meet talent acquisition goals • Develop and expand Hi-Altitude Brands’ talent pipeline, including proactive talent sourcing and poaching • Act as a dependable point of contact for candidates & support communications • Conduct a high volume of initial screening interviews to assess candidate qualifications and cultural alignment • Coordinate and schedule interviews, including video interviews, with hiring managers and interview teams • Partner closely with hiring managers from role kickoff through final hiring decisions • Serve as the subject matter expert for the Workable ATS, including providing training, guidance, and ongoing support to hiring managers and interview teams • Maintain accurate candidate records and pipelines using the Workable ATS • Manage and optimize the careers page and external job boards • Build and maintain a strong, proactive talent pipeline to support both immediate and future hiring needs • Manage candidate experience through a first-class recruiting and hiring process • Deliver a first-class candidate experience through timely communication and thoughtful engagement • Effectively communicate Hi-Altitude Brands’ total rewards, benefits offerings, and company culture to candidates • Stay current on recruiting trends, tools, and best practices • Assist with maintaining recruiting dashboards, metrics, and basic reports to support team visibility and decision-making • Support data accuracy related to pipelines, time-to-fill, and candidate activity within the ATS • Support select HR initiatives, such as onboarding coordination, employer branding, and process improvement projects, as needed

• Own the end-to-end recruiting lifecycle for roles across Sales, Growth, Product, Engineering, Risk, and other business-critical teams, from intake through offer and close • Partner closely with the Head of Talent and hiring managers to define hiring needs, role requirements, and ideal candidate profiles • Proactively source and engage candidates using LinkedIn Recruiter, Juicebox, and other creative sourcing strategies • Manage and optimize candidate pipelines in Greenhouse, ensuring an excellent candidate experience • Coordinate and drive interview processes, including scheduling, feedback collection, and decision-making • Act as a brand ambassador for WithCoverage, clearly communicating our mission, culture, and value proposition to candidates • Use Slack to collaborate cross-functionally and keep stakeholders informed throughout the hiring process • Track recruiting metrics and continuously improve hiring efficiency, quality, and speed • Support the evolution of recruiting processes and best practices as the company scales