• Deliver against a quarterly hiring goal of six starts • Consistently build pipeline and compelling messages to attract top passive talent • Execute 15+ recruiter phone screens per week with quality candidates • Run RPS (req pipeline submissions) with excellence, while proactively pursuing opportunities to improve • Function as a thought partner to hiring leaders for efficient, effective full-cycle recruitment of targeted talent communities • Demonstrate understanding of internal org structure and related dependencies • Operate tools and systems with consistency and high data integrity • Add to the culture through positive energy, production momentum, collaborative problem-solving, shared learnings, and peer recognition • Demonstrate career-level recruiting expertise on digital platforms, inspiring confidence and curiosity in key talent communities • Find and leverage data to articulate compelling narratives for key stakeholders • Communicate pipeline data and information to hiring partners at a regular cadence, identifying impediments to success • Source effectively in a high-volume environment with significant applicant noise (avg 25% fake applicants) • Conduct market research on low-TAM roles and escalate findings rather than running ineffective courtesy outreach

• Deliver against a quarterly hiring goal of six starts • Consistently build pipeline and compelling messages to attract top passive talent • Execute 15+ recruiter phone screens per week with quality candidates • Run RPS (req pipeline submissions) with excellence, while proactively pursuing opportunities to improve • Function as a thought partner to hiring leaders for efficient, effective full-cycle recruitment of targeted talent communities • Demonstrate understanding of internal org structure and related dependencies • Operate tools and systems with consistency and high data integrity • Add to the culture through positive energy, production momentum, collaborative problem solving, shared learnings, and peer recognition • Demonstrate career-level recruiting expertise on digital platforms, inspiring confidence and curiosity in key talent communities • Find and leverage data to articulate compelling narratives for key stakeholders • Communicate pipeline data and information to hiring partners at a regular cadence, identifying impediments to success • Source effectively in a high-volume environment with significant applicant noise (avg 25% fake applicants) • Conduct market research on low-TAM roles and escalate findings rather than running ineffective courtesy outreach

• Deliver against a quarterly hiring goal of six starts • Consistently build pipeline and compelling messages to attract top passive talent • Execute 15+ recruiter phone screens per week with quality candidates • Run RPS (req pipeline submissions) with excellence, while proactively pursuing opportunities to improve • Function as a thought partner to hiring leaders for efficient, effective full-cycle recruitment of targeted talent communities • Demonstrate understanding of internal org structure and related dependencies • Operate tools and systems with consistency and high data integrity • Add to the culture through positive energy, production momentum, collaborative problem solving, shared learnings, and peer recognition • Demonstrate career-level recruiting expertise on digital platforms, inspiring confidence and curiosity in key talent communities • Find and leverage data to articulate compelling narratives for key stakeholders • Communicate pipeline data and information to hiring partners at a regular cadence, identifying impediments to success • Source effectively in a high-volume environment with significant applicant noise (avg 25% fake applicants) • Conduct market research on low-TAM roles and escalate findings rather than running ineffective courtesy outreach

• Deliver end‑to‑end recruitment services while managing key hiring metrics. • Support executive level recruitment across India • Drive and support building university relationships • Build and maintain strong strategic talent partnerships with hiring leaders, HR partners, and business stakeholders. • Stay informed on business trends, labor market insights, and competitive talent intelligence. • Share market and candidate insights to influence hiring strategies through data and storytelling. • Develop and maintain a strong network of candidates and referral sources across corporate and operations talent pools. • Utilize technology and AI‑enabled tools to efficiently identify, engage, and assess talent. • Collaborate with the APJC Talent Acquisition Leader to design and execute recruitment strategies aligned with business priorities. • Partner with peers to ensure consistent, compliant, and scalable hiring practices across the organization. • Research, design, and implement tailored recruitment strategies for newly assigned requisitions. • Champion a continuous improvement mindset by leveraging metrics, feedback, and best practices to evolve hiring strategies and optimize processes.