• Serve as the ambassador of Bellwood - the initial and primary point of contact for candidates - projecting our culture while filtering for role and culture fit • Manage and improve the recruitment process for excellent candidate experience and high internal efficiency • Implement and improve systems to identify viable candidates from high-volume applicant pools • Conduct initial phone screens, advancing or rejecting candidates based on role requirements and culture fit • Own the operational aspects of all hiring: ATS selection, implementation, workflow configuration, and ongoing maintenance • Coordinate with hiring managers to build job descriptions and postings; coordinate with Operations on compensation fit and ranges • Equip interviewers with best practices and legal requirements around interviewing • Serve as the coordinator and welcoming contact for new team member onboarding, ensuring readiness and scheduling all required meetings • Support general People Operations tasks as needed: state/provincial compliance registration, employment status letter preparation, and team engagement activities (e.g., scheduling monthly virtual team events)

• Own and execute a wide range of recruiting initiatives focused primarily on hiring top technical talent including software engineers, product managers, data professionals, and other technical specialists • Work with our Head of People and Senior Recruiter to establish, standardize, and refine recruiting processes to ensure efficiency, consistency, and scalability as we grow • Leverage Greenhouse ATS or similar tools to optimize workflows, track performance metrics, and elevate the candidate experience • Successfully hire top-tier technical talent across engineering, product, and data teams • Deliver 3–5 qualified candidates per open role within the first two weeks of role kickoff, enabling faster decision-making and reduced vacancy risk • Maintain an average time-to-fill of 45–60 days for technical roles, even in competitive talent markets • Own the full technical recruiting lifecycle, from role scoping and job description development through sourcing, interview coordination, and offer execution

• Collaborate with hiring managers and key stakeholders to determine business needs • Source relevant profiles through multiple active and passive channels • Conduct screening and skills assessment, qualify candidates and provide recommendations to the hiring manager; Use additional parameters like competencies and culture • Build and maintain solid relationships with candidates, ensuring a positive candidate experience • Provide reporting to hiring managers on open reqs and provide updates on plan to fill • Compose, monitor and maintain job postings on various job portals • Brief candidates about job responsibilities, salary and benefits • Complete and submit candidate scorecards complete with interview notes, recommendation to hire and feedback on competencies • Represent The Knot Worldwide at events (meet-ups, networking, etc.)

• Source and attract top technical talent using various channels, including LinkedIn, job boards, and professional networks. • Conduct initial screenings and interviews to assess candidates' qualifications and cultural fit. • Collaborate with hiring managers to understand job requirements and create compelling job descriptions. • Develop and implement innovative sourcing strategies to build a strong pipeline of engineering candidates. • Utilize Applicant Tracking Systems (ATS) and recruitment tools to streamline the hiring process.