• Manage full-cycle recruitment activities from requisition through offer acceptance • Partner with hiring managers to understand hiring needs and develop effective recruiting strategies • Source, screen, and evaluate qualified candidates using a variety of recruiting channels • Build and maintain strong talent pipelines for current and future hiring needs • Coordinate interviews and ensure a positive candidate experience throughout the hiring process • Maintain accurate recruitment records and ensure compliance with company policies and employment regulations • Support offer development, background checks, and onboarding activities • Manage relationships with external recruiting partners and vendors • Analyze recruiting data and support process improvement initiatives • Provide guidance and mentorship to junior team members

• Lead executive searches for C-level and senior leadership roles, including CEO, COO, CFO, CTO, CMO, CRO, VP, and Director-level positions. • Conduct in-depth intake meetings with hiring managers and executive stakeholders to scope, define, and refine search requirements. • Act as a strategic talent advisor, helping clients understand market conditions, compensation benchmarks, talent availability, and competitive hiring dynamics. • Develop and execute targeted sourcing strategies to identify and engage high-caliber executive talent. • Perform extensive outbound recruiting, headhunting, networking, and relationship-building with passive candidates. • Build and maintain talent pipelines across multiple industries and geographic regions. • Conduct executive-level interviews and assessments to evaluate leadership capabilities, technical expertise, cultural fit, and organizational impact. • Present qualified candidates with detailed evaluations and recommendations. • Manage candidate experience throughout the entire recruitment process, ensuring a high-touch and professional approach. • Facilitate interview processes, stakeholder alignment, offer negotiations, and closing activities. • Maintain accurate search documentation, candidate records, and pipeline reporting within the ATS and CRM systems. • Stay informed on executive talent trends, industry developments, and competitive market intelligence.

• Partner closely with Recruiters and Hiring Managers to develop sourcing strategies for critical and hard-to-fill positions. • Conduct detailed market mapping and talent intelligence projects across GTM, Marketing, Finance, Legal and People functions. • Build and maintain high-quality candidate pipelines for current and future hiring needs. • Identify and engage passive candidates through creative outreach and relationship-building. • Utilize a wide range of sourcing channels including LinkedIn Recruiter, referrals, industry communities, events, talent networks, and alternative sourcing platforms. • Leverage AI-powered sourcing tools and modern talent intelligence platforms to increase sourcing efficiency and uncover non-obvious talent pools. • Develop targeted candidate engagement campaigns and personalized outreach strategies. • Partner with recruiting teams to continuously improve pipeline quality, conversion rates, and candidate experience. • Gather and share market insights, competitive intelligence, compensation trends, and talent availability data to inform hiring decisions. • Track sourcing activity, pipeline health, and key recruiting metrics to drive continuous improvement. • Support employer branding and talent community initiatives to strengthen Chainlink Labs' presence in key talent markets.

• Build and maintain recruiting reporting and dashboards, tracking key metrics like time-to-fill, pipeline conversion, and interviewer load to surface insights for the recruiting team and hiring managers • Serve as the day-to-day administrator of our ATS (Ashby), maintaining data integrity, building and refining workflows, and ensuring the team is getting the most out of the tooling • Co-own end-to-end interview coordination with recruiters, including scheduling, candidate communications, and interviewer prep, ensuring a consistently smooth and responsive candidate experience • Identify and drive process improvements across the recruiting lifecycle • Support offer administration and pre-boarding handoffs, coordinating closely with People Ops to ensure a seamless transition from candidate to new hire • Own relationships with external vendors and platforms, managing renewals, evaluating new tools, and ensuring the team is getting ROI on its recruiting tech stack • Partner with recruiters and hiring managers to keep roles current and well-organized in the ATS, flagging process gaps and proactively problem-solving before small issues become bottlenecks