• Define and execute talent acquisition strategies aligned to product and engineering roadmaps and business growth priorities • Serve as a trusted advisor to engineering and product leaders on talent market dynamics, hiring strategy, and workforce planning • Lead full-cycle recruiting for complex, highly technical roles across engineering and product functions • Develop a deep understanding of technical skill sets, team structures, and success profiles • Design and execute innovative sourcing strategies to identify and engage high-caliber, diverse technical talent • Leverage tools such as LinkedIn Recruiter, GitHub, technical communities, and AI-enabled sourcing platforms • Conduct structured screenings and partner with hiring teams to effectively assess technical depth, problem-solving, and cultural alignment • Deliver a high-touch, transparent candidate experience that reflects Fortive’s values • Partner closely with engineering, product, and HR leaders to understand hiring needs, team dynamics, and organizational goals • Drive alignment through intake sessions, calibration, and ongoing communication • Build and maintain strategic pipelines for critical technical roles, anticipating future hiring needs • Proactively identify talent gaps and develop solutions to address them • Champion Fortive’s employer value proposition within technical talent communities • Partner on initiatives to strengthen brand awareness among engineering and product talent • Leverage recruiting data, market insights, and competitive intelligence to inform hiring strategies • Track key performance metrics (e.g., pipeline health, conversion rates) and provide actionable recommendations • Advise senior leaders on talent supply/demand, compensation benchmarking, and competitor landscape • Influence hiring decisions through data-driven insights and market expertise • Partner with HR and business leaders to support successful onboarding and retention strategies for technical hires.

• Lead detailed intake meetings with hiring managers to determine position specifications, providing relevant market data and recommendations. • Collaborate with internal stakeholders and departments to develop and manage recruitment marketing and sourcing strategies. • Evaluate candidate profiles against position requirements and deliver strong candidate slates, while building talent pipelines. • Keep candidates engaged throughout the process with timely updates on their progress. • Partner with hiring leaders to determine offer details, using market data and compensation guidelines to support recommendations. • Mentor Recruiters and other team members.

• Lead full cycle recruiting for technical roles across Adobe Experience Cloud and related digital transformation services • Manage end-to-end hiring operations in Workday—from requisition creation through offer • Source, screen, and assess candidates in competitive markets using LinkedIn Recruiter and other tools • Navigate high-volume hiring scenarios with rigor, clarity, and attention to detail • Build strong partnerships with hiring managers, project leaders, and Talent Management to meet aggressive hiring targets • Contribute to reporting, dashboards, and process improvements to increase efficiency and visibility • Optimize workflows, automate touchpoints, and maintain a clean, reportable data environment • Champion a high-quality candidate experience at every step

• Own the full-cycle recruiting motion for engineering from sourcing through offer close, expanding into product and design as the role grows • Build and maintain sourcing pipelines that surface candidates before they're actively looking. Utilizing creative outreach, not just LinkedIn InMails • Partner with hiring managers to sharpen role definitions, interview structures, and scorecards so we're evaluating what actually predicts success • Run a tight process that respects candidates' time, moves fast, and leaves everyone with a good impression of Fable. • Own the ATS (Ashby) as the source of truth: pipeline stages, candidate notes, and data cleanliness • Report on pipeline metrics and flag bottlenecks before they become problems; help build recruiting systems that scale