• Own hiring end-to-end • Find and engage engineers in Turkey and Eastern Europe • Conduct initial recruiter interviews • Qualify for independence, competence, and problem solving ability • Improve and operationalize our hiring process • Work directly with founders

• Support live searches across engineering, product, AI, and design roles • Identify and engage top candidates through LinkedIn Recruiter, Apollo, Ashby, and creative sourcing techniques • Build and maintain clean, high-quality call lists and outreach sequences • Validate candidate-market fit and hand off warm, high-intent talent to recruiters • Hit consistent activity goals — you’ll keep the flywheel spinning: 30–40 calls/day, 40+ reachouts/day, 10–20 booked calls/week • Keep candidate data organized and tagged in Ashby • Prevent duplicate outreach and ensure a seamless recruiter handoff • Flag gaps in tools or workflow and help make things faster, smoother, smarter • Write short, personal, and engaging messages that get replies • Test subject lines, tones, and formats to improve conversion rates • Re-engage previously sourced candidates through smart follow-ups • Use ChatGPT and AI tools to personalize faster and scale smarter • Partner weekly with recruiters to prioritize top roles and share intel • Learn what great candidates look like and how hiring decisions get made • Track what’s working in your outreach and share insights with the team • Continuously refine your sourcing strategy — tools, copy, timing, everything

• Manage end-to-end recruitment for large volumes of hourly roles across multiple manufacturing sites. • Develop and implement sourcing strategies using job boards, social media, community outreach, and local partnerships. • Conduct proactive candidate engagement through job fairs, open houses, and local workforce programs. • Ensure adherence to all federal, state, and local employment laws. • Maintain a positive candidate experience through timely communication and feedback.

• Serve as the primary Talent Acquisition point of contact for assigned Hiring Managers and People Business Partners. • Partner with PBPs to understand approved workforce plans, hiring priorities, and changes in demand. • Align hiring managers on role requirements, timelines, interview expectations, and decision-making responsibilities. • Provide regular updates on hiring progress, risks, and delivery status. • Own end-to-end execution of hiring for assigned roles, including budgeted, unbudgeted, and replacement positions. • Ensure hiring activity is aligned to approved headcount plans and priorities set by the business and TA leadership. • Step in as a hands-on recruiter when needed to support critical or high-volume hiring. • Monitor delivery progress, quality, and adherence to TA processes and standards. • Escalate delivery risks or capacity concerns to the Director of Talent Acquisition as needed. • Hold partners accountable to agreed-upon service levels and outcomes. • Track and report hiring progress, time-to-fill, and basic performance metrics for assigned roles. • Support a consistent and inclusive candidate and hiring manager experience. • Guide hiring managers on best practices to support equitable evaluation and decision-making.