• 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.

• Manage the complete recruiting process from requisition launch to offer acceptance. • Conduct intake calls with hiring managers to gather role requirements, define qualifications, set expectations, and establish a hiring strategy. • Draft, post, and maintain accurate job descriptions and job ads across job boards and the ATS. • Screen and qualify candidates through resume review, phone screens, behavioral assessments, and skill evaluations. • Present qualified candidates to hiring managers with detailed summaries and recommendations. • Schedule interviews, facilitate debriefs, and guide hiring teams through selection decisions. • Partner with HR to ensure smooth offer, pre-employment, and onboarding processes. • Utilize job boards including Indeed, ZipRecruiter, RecruitMilitary, LinkedIn and Handshake to proactively source talent. • Build and maintain pipelines for high-volume and hard-to-fill roles. • Leverage Boolean search, resume databases, social channels, and industry-specific platforms to identify passive candidates. • Conduct outreach campaigns to engage qualified talent and promote employer brand visibility. • Track, evaluate, and report on sourcing effectiveness and pipeline health. • Develop strong, consultative relationships with hiring managers across multiple departments and locations. • Provide insights on market trends, candidate availability, and competitive landscape. • Advise hiring managers on sourcing strategies, interview best practices, and selection methods. • Maintain regular communication and provide status updates on open roles and pipeline activity. • Ensure alignment on job requirements, candidate profiles, and hiring timelines. • Maintain accurate and organized candidate documentation and workflows in the Applicant Tracking System (ATS). • Ensure adherence to all company policies, EEO guidelines, and recruiting compliance standards. • Identify opportunities to improve recruiting processes, TA efficiency, and candidate experience. • Participate in special projects, hiring initiatives, career fairs, and employer branding efforts as needed.