• Supervise full recruitment cycle, which includes job posting, identifying, and recruit talented professionals by using various types of media, internal resources and Job Portals. • You will be responsible for resume screening, applicant tracking; interview scheduling, interviewing and determining compensation based on market and internal equity as well as on-boarding and tracking successful placement. • Source potential candidates on niche platforms, like LinkedIn, Naukri. • Managing pipelines and follow up with the candidates. • Liaison with TPOs for campus recruitment (If campus hiring is done) • Interviewing candidates combining various methods (e.g. structured interviews, technical assessments and behavioral questions) • Headhunting, generating leads and converting them. • Generating monthly Recruitment MIS report, weekly recruitment status and manpower summary. • Conduct job and task analyses to document job duties and requirements with TA team.

• Actuar en proyectos de SFSF de Recruiting y Onboarding • Actuar como consultor/a senior en varios proyectos simultáneos • Gestionar la relación con clientes y la entrega de proyectos • Contribuir al desarrollo del equipo y al intercambio de conocimiento • Colaborar con stakeholders internacionales

Role Description Stiamo cercando professionisti che vogliano offrire lezioni private e tutoraggio 1-to-1, aiutando studenti e professionisti a orientarsi nel mondo delle risorse umane e del recruiting. Non è un ruolo aziendale né un lavoro full-time: si tratta di attività di tutoraggio, flessibile e compatibile con altri impegni. - Lezioni private personalizzate su: - Recruiting e selezione del personale - Screening CV e colloqui - LinkedIn e ricerca lavoro - Employer branding e processi HR - Introduzione al mondo HR per profili junior - Supporto a studenti, neolaureati o career switcher - Sessioni 1-to-1 online o in presenza Qualifications - HR Specialist, Recruiter, Talent Acquisition Specialist o ruoli affini - Esperienza pratica in selezione o gestione HR - Capacità di spiegare processi in modo chiaro e concreto - Attitudine al mentoring e all’ascolto Requirements - Certificazioni non richieste - Esperienza come insegnante non necessaria Benefits - Massima flessibilità su orari e disponibilità - Possibilità di lavorare da remoto - Attività compatibile con lavoro dipendente o freelance - Guadagno extra valorizzando la tua esperienza - Accesso a una piattaforma che ti mette in contatto con studenti Company Description Con il tuo supporto puoi aiutare altri a entrare nel settore in modo più consapevole e concreto.

• Own hiring strategy and execution across the North American and European markets, ensuring we attract, engage, and hire exceptional talent aligned with Deephealth’s mission, values, and product velocity. • Be a true Talent partner. Work side-by-side with leaders on workforce planning, HRBPs, headcount forecasting, and organizational design — functioning as a strategic advisor, not just a service provider. • Run searches that matter. Be responsible for adapting, reacting, projecting, planning and implementation of various sourcing and recruiting strategies, and also responsible for ensuring compliance with applicable state and federal laws governing selection and hiring. • Personally own full-cycle recruiting for the company’s most critical and senior roles, setting the standard for how Deephealth shows up to candidates. • Reinvent recruiting with AI and technology. Identify where AI and automation can eliminate repetitive work, sharpen sourcing, accelerate screening, and free the team to focus on relationship-building and candidate experience — the irreplaceable human elements. • Build scalable SaaS-ready systems. Design and continuously improve the processes, tools, and tech stack that let Deephealth hire faster and better as the organization grows. • Make every decision with data. Define the metrics that matter, track them rigorously, and let the numbers guide where you double down and where you change course, including using data for time to fill reports, and requisition posting times. • Raise the bar on candidate experience. Every touchpoint should reflect what Deephealth stands for. Candidates we don’t hire should still leave the process as advocates for our brand. • Tell our employer story. Develop and strengthen Deephealth’s employer brand so top talent knows who we are, what we’re building, and why it matters.