• Build and execute creative sourcing strategies across multiple channels including LinkedIn, GitHub, communities, events, and referrals • Maintain proactive talent pipelines for current and future hiring needs across tech, data, and product roles • Map the competitive landscape to identify target companies where top talent is thriving and build strategies to engage them • Leverage AI-powered tools and workflows to enhance talent discovery, automate repetitive tasks, personalize candidate outreach at scale, and generate actionable insights from sourcing data • Engage passive candidates with compelling, personalized outreach that communicates what makes Fever different • Partner with recruiters and hiring managers to understand role requirements and continuously optimize sourcing approaches • Use data to track pipeline health, sourcing effectiveness, and conversion rates and act on what you find • Manage candidate records and pools in our ATS (Greenhouse), ensuring pipelines are clean, organized, and actionable • Keep a pulse on talent market trends and new sourcing tools and techniques • Contribute to employer branding initiatives, representing Fever at virtual events, e-meetups, and talent communities

• Own full-cycle recruiting for high-volume field roles, from requisition intake through offer acceptance. • Partner closely with hiring managers and regional leadership to understand staffing needs, role requirements, and hiring priorities. • Source, screen, and qualify candidates using job boards, social media, referrals, and professional networks. • Manage candidate pipelines to ensure consistent flow and readiness for hiring needs. • Gather and synthesize interview feedback, consulting with hiring teams on selection decisions and next steps. • Deliver a consistent, transparent, and timely candidate experience at every stage of the process. • Ensure all candidates receive communication and follow-up, regardless of outcome. • Act as a trusted point of contact for candidates, setting expectations clearly and professionally. • Accurately maintain candidate data and activity within the ATS and related systems. • Follow standardized recruiting processes while identifying opportunities for efficiency and improvement. • Stay current on recruiting trends, tools, and best practices to continuously elevate recruiting outcomes. • Take accountability for hiring outcomes, timelines, and quality of hires within assigned business areas. • Support hiring events, job fairs, and community outreach initiatives as needed. • Contribute to a collaborative TA team environment focused on results, continuous improvement, and shared success.

• Own full-cycle recruiting for high-volume field roles, from requisition intake through offer acceptance. • Partner closely with hiring managers and regional leadership to understand staffing needs, role requirements, and hiring priorities. • Source, screen, and qualify candidates using job boards, social media, referrals, and professional networks. • Manage candidate pipelines to ensure consistent flow and readiness for hiring needs. • Gather and synthesize interview feedback, consulting with hiring teams on selection decisions and next steps. • Deliver a consistent, transparent, and timely candidate experience at every stage of the process. • Ensure all candidates receive communication and follow-up, regardless of outcome. • Act as a trusted point of contact for candidates, setting expectations clearly and professionally. • Accurately maintain candidate data and activity within the ATS and related systems. • Follow standardized recruiting processes while identifying opportunities for efficiency and improvement. • Stay current on recruiting trends, tools, and best practices to continuously elevate recruiting outcomes. • Take accountability for hiring outcomes, timelines, and quality of hires within assigned business areas. • Support hiring events, job fairs, and community outreach initiatives as needed. • Contribute to a collaborative TA team environment focused on results, continuous improvement, and shared success.

• Own full-cycle recruiting for high-volume field roles, from requisition intake through offer acceptance. • Partner closely with hiring managers and regional leadership to understand staffing needs, role requirements, and hiring priorities. • Source, screen, and qualify candidates using job boards, social media, referrals, and professional networks. • Manage candidate pipelines to ensure consistent flow and readiness for hiring needs. • Gather and synthesize interview feedback, consulting with hiring teams on selection decisions and next steps. • Deliver a consistent, transparent, and timely candidate experience at every stage of the process. • Ensure all candidates receive communication and follow-up, regardless of outcome. • Act as a trusted point of contact for candidates, setting expectations clearly and professionally. • Accurately maintain candidate data and activity within the ATS and related systems. • Follow standardized recruiting processes while identifying opportunities for efficiency and improvement. • Stay current on recruiting trends, tools, and best practices to continuously elevate recruiting outcomes. • Take accountability for hiring outcomes, timelines, and quality of hires within assigned business areas. • Support hiring events, job fairs, and community outreach initiatives as needed. • Contribute to a collaborative TA team environment focused on results, continuous improvement, and shared success.