• 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.

• Manage full-cycle recruitment efforts for assigned positions across Renovo's portfolio of construction projects and corporate operations. • Source, identify, and engage qualified construction professionals through a variety of channels, including job boards, social media, networking, referrals, and direct outreach. • Conduct candidate screenings and initial interviews to assess qualifications, experience, cultural fit, and compensation expectations. • Present qualified candidates with detailed summaries and recommendations to hiring managers. • Coordinate candidate interviews and maintain consistent communication throughout the hiring process. • Develop and maintain talent pipelines for critical and recurring construction positions. • Provide insight on market compensation trends, candidate availability, and competitive hiring conditions within the construction industry. • Build relationships with passive candidates and industry professionals to support future hiring needs. • Partner closely with hiring managers to understand staffing priorities and project-specific requirements. • Maintain accurate recruiting activity records and candidate tracking documentation.