• Build and run Frontier Radiology's physician recruiting function. • Set the strategy and operating rhythm for full-cycle physician recruitment. • Own performance against hiring targets across all sub-specialties and markets. • Construct and lead a team of recruiters/coordinators as the function scales. • Develop and maintain recruiting collateral that authentically represents culture and opportunities. • Lead the team's engagement with practicing radiologists and residents. • Direct Frontier Radiology's presence at regional and national conferences. • Monitor industry trends, competitive compensation models, and translate insights into actionable recommendations for senior leadership. • Foster a high-performance, candidate-obsessed team culture.

• Manage the full recruitment lifecycle from sourcing through offer acceptance and onboarding. • Support high-volume hiring initiatives across multiple territories and markets simultaneously. • Conduct virtual interviews, and candidate assessments. • Evaluate candidate qualifications, leadership capabilities, and cultural fit. • Maintain consistent communication throughout the hiring process. • Build talent pipelines for Product Specialists, Market Coaches, and Area Managers. • Identify candidates with experience in retail sales, field marketing, consumer products, wireless, hospitality, customer service, and experiential marketing. • Develop market-specific recruiting strategies to meet hiring targets and launch timelines. • Source active and passive candidates through Indeed, ATS databases, referrals, networking, social media, and industry-specific platforms. • Execute high-volume outreach campaigns to generate candidate interest. • Build and maintain talent pools for future hiring needs. • Serve as the primary point of contact for candidates throughout the recruitment process. • Deliver a positive, professional, and engaging candidate experience. • Schedule interviews, coordinate feedback, and facilitate offer discussions. • Maintain timely communication regarding application status and next steps. • Partner closely with hiring managers, field leaders, and operational stakeholders.

• Own end-to-end recruiting for Product Development and adjacent functions — from intake through offer • Source proactively to build strong pipelines for current and future roles across passive and active candidate pools • Move quickly without sacrificing quality — we have open roles now and need someone who hits the ground running • Manage candidate experience from first touchpoint through close, ensuring every interaction reflects the Comfrt brand • Build trusted relationships with PD leadership — become their go-to thought partner on talent, not just a recruiter filling reqs • Lead intake conversations that get to the heart of what the role actually needs • Bring market intelligence on candidate availability, compensation benchmarks, and competitive dynamics • Push back when needed and come with a point of view • Help build out recruiting process and tooling as we scale — there's real runway to shape how this function operates • Partner with HR and People Ops to ensure a seamless handoff from offer through onboarding

• Utilize experience to support recruitment efforts for collegiate chapters. • Coach chapters in recruitment and Panhellenic operations. • Review and provide feedback on recruitment plans and outcomes. • Collaborate with regional teams to evaluate recruitment strategies. • Manage chapter visits and recruitment statistics. • Explain and implement Sorority policies and protocols.