• Identify, engage, and convert passive candidates through tailored outbound strategies • Pre-qualify candidates to ensure strong role, compensation, and motivation alignment • Deliver a steady flow of high-quality, TA-ready candidates for active client roles • Adapt headhunting strategies based on pipeline health and feedback • Maintain high response and conversion rates through personalized outreach • Partner with Talent Acquisition Partners to refine targeting and calibration • Ensure all headhunted candidates are accurately logged and staged in the ATS • Maintain clean, up-to-date pipelines for TA handoff • Monitor candidate progress and follow up to prevent drop-offs • Collaborate with the Talent Sourcing Coordinator to ensure pipeline hygiene

• Partner with hiring managers to understand staffing needs, role requirements, and success profiles • Conduct intake discussions to clarify expectations, skills, and hiring priorities • Provide market insights to support realistic hiring strategies • Build trusted, consultative relationships with internal and external stakeholders • Develop sourcing strategies across roles and industries • Proactively source candidates via LinkedIn Recruiter, job boards, networks, and referrals • Build and maintain talent pipelines for current and future hiring needs • Execute Boolean search strategies and personalized outreach to engage passive candidates • Review resumes and conduct initial screening interviews • Perform structured interviews to assess experience, skills, and role fit • Evaluate candidates for both technical capability and cultural alignment • Document candidate assessments and provide clear feedback to stakeholders • Coordinate interview scheduling across candidates and hiring teams • Prepare candidates and interviewers for each stage of the process • Manage candidate communication and ensure timely follow-ups • Maintain a positive and professional candidate experience throughout • Partner with stakeholders to support offer preparation and presentation • Manage candidate communications through offer acceptance • Support smooth handoff for onboarding and placement completion • Maintain accurate candidate records in the ATS • Track candidates across recruitment stages • Monitor pipeline health and identify process bottlenecks • Identify opportunities to improve recruitment workflows and quality • Maintain consistent recruitment standards and documentation • Stay current on recruitment tools, trends, and best practices

• Schedule interviews across multiple time zones and stakeholders • Create Zoom meetings and calendar invites with correct links and materials • Coordinate availability between candidates, interviewers, and recruiters • Manage high-volume scheduling across multiple open roles • Handle reschedules, cancellations, and last-minute changes professionally • Send confirmations, reminders, and follow-ups to all participants • Maintain organized recruiting calendars with accurate details • Manage all scheduling-related candidate communications via email • Send interview confirmations, introductions, and next-step instructions • Track candidate progression across recruitment stages • Maintain timely follow-ups to prevent candidate drop-off • Ensure consistent, professional candidate experience at every touchpoint • Flag stalled candidates or pipeline blockers proactively • Support post-interview coordination and feedback collection • Maintain high ATS data integrity (Workable, Greenhouse, Lever, or similar) • Ensure accurate candidate tagging, stage progression, and notes • Update records, documentation, and pipeline statuses consistently • Build and maintain recruitment trackers and dashboards • Generate weekly and monthly reports on pipeline and scheduling metrics • Support ad-hoc reporting for leadership and recruiting teams • Enforce consistent data entry standards across the team • Create and maintain candidate folders and interview documentation • Prepare interview packets, scorecards, and role-specific materials • Ensure interviewers receive all materials ahead of interviews • Document recruiting workflows, SOPs, and best practices • Identify recurring operational bottlenecks and propose solutions • Support process improvements and light automation initiatives • Maintain organized documentation and template libraries • Support top-of-funnel sourcing and talent mapping efforts • Assist with candidate research and database building • Conduct initial screenings or pre-qualification when needed • Support recruiters during high-volume or critical hiring periods • Maintain organized talent pools for future hiring needs

• Develop talent acquisition strategies aligned with hiring goals • Partner with stakeholders on workforce planning and hiring forecasts • Design scalable recruitment roadmaps and hiring plans • Define sourcing strategies by role type, market, and seniority • Anticipate hiring risks and proactively address gaps • Align recruitment capacity with business growth plans • Lead, coach, and develop a team of recruiters (3–10+) • Set clear performance expectations, KPIs, and hiring standards • Conduct regular 1:1s, performance reviews, and development planning • Support recruiter skill-building in sourcing, interviewing, and closing • Balance workloads and ensure sustainable team performance • Foster a high-accountability, collaborative team culture • Oversee end-to-end recruitment delivery across roles and teams • Ensure healthy pipelines and timely progress on all open roles • Review candidate submissions for quality and alignment • Support or directly recruit on high-priority or complex roles • Ensure consistent candidate experience and communication standards • Manage escalations and resolve hiring challenges • Own and optimize recruitment processes, workflows, and SOPs • Implement and maintain ATS and recruitment tools • Standardize intake, sourcing, and interview processes • Improve efficiency through automation and system enhancements • Maintain pipeline hygiene and data accuracy • Continuously refine processes based on performance data and feedback • Track recruitment KPIs (time-to-fill, conversion rates, recruiter output) • Monitor funnel health and identify performance bottlenecks • Build and review dashboards and reports for visibility • Use data to guide prioritization, resourcing, and improvements • Forecast hiring capacity and recruiter workload