• Define and execute talent acquisition strategies aligned to business priorities and commercial growth objectives • Serve as a trusted advisor to hiring leaders on talent market trends, workforce planning, and hiring strategy • Develop and deploy innovative, multi-channel sourcing strategies to attract high-caliber, diverse talent • Proactively engage passive candidates and build long-term pipelines for critical roles • Lead structured screening and interview processes to assess capabilities, competencies, and cultural alignment • Deliver a high-touch, transparent candidate experience that reflects Fortive’s values • Partner closely with hiring managers and HR to deeply understand role requirements, team dynamics, and success profiles • Establish clear expectations, drive alignment, and lead regular intake and calibration discussions • Build and maintain strategic talent pipelines aligned to future hiring needs and market conditions • Anticipate talent gaps and proactively develop solutions • Champion Fortive’s employer value proposition through innovative branding and outreach strategies • Partner on initiatives that elevate awareness and engagement across target talent segments • Leverage recruiting data and market intelligence to optimize sourcing strategies and improve outcomes • Track key performance metrics and provide actionable insights to stakeholders • Advise senior leaders on talent supply/demand, compensation trends, and competitive benchmarking • Influence hiring decisions through data, storytelling, and market expertise • Partner with HR to ensure smooth candidate transitions and support initiatives that improve retention and engagement

• Own full-cycle recruitment for a broad range of clinical and non-clinical roles, from creative talent pipeline development and sourcing through interview coordination, offer negotiation, offer acceptance, pre-boarding and onboarding. • Quickly build a strong understanding of Guidehealth’s business, operating model, workforce needs, and People processes to develop and execute effective, role-aligned recruiting strategies. • Partner closely with hiring managers, clinical leaders, and business stakeholders to define candidate profiles, align on hiring priorities, and execute search plans that support business goals. • Develop and execute creative, investigative, and data-informed sourcing strategies using LinkedIn, job boards, referrals, networking, market outreach, and talent communities. • Deliver a high-touch, empathy-driven candidate experience that reflects Guidehealth’s patient-centered mission and values, clinical culture, and commitment to people at every touchpoint before and after hire, including regular new-hire check-ins to support a strong onboarding transition. • Manage pre-boarding activities for hired candidates, including background checks, credential verification, licensure review, and pre-hire documentation, while ensuring strict adherence to employment law, healthcare credentialing regulations, state licensure requirements, and internal compliance standards. • Proactively identify, escalate, and resolve compliance gaps, hiring risks, bottlenecks, and candidate experience concerns, while maintaining meticulous documentation to support audit readiness and to reduce liability. • Apply a healthcare-informed lens to candidate assessment, using structured interviews, behavioral-based questions, assessment tools, and sound judgment to evaluate technical capability, interpersonal warmth, ethical grounding, patient-first values, and long-term fit consistently and equitably. • Perform AI-assisted sourcing, screening, scheduling, and leverage assessment tools with accountability for data integrity, candidate equity, process transparency, and human oversight in consequential hiring decisions. • Utilize applicant tracking systems, assessment tools, reporting platforms, and recruiting technologies to support efficient workflows, while tracking and analyzing recruiting metrics, market insights, and hiring outcomes to drive continuous improvement. • Educate hiring managers on staffing best practices, structured, behavioral interviewing, candidate assessment, and equitable hiring practices. • Navigate ambiguity, rapid organizational change, and shifting priorities with resilience, professionalism, and accountability, modeling change agility and a high standard of excellence for hiring partners and team members. • Collaborate with People Operations and business leaders to support seamless hiring and onboarding, identify internal talent for new or evolving roles, contribute to employer branding and hiring manager capability building, and support broader Talent Acquisition and People Team initiatives as needed. • Promote Guidehealth’s mission, values, and culture to candidates and external partners, and contribute to reducing regrettable early turnover through strong assessment, onboarding alignment, and hiring quality.

Role Description This is a 100% creator-facing role. Your job is to recruit, activate, and manage creators across Swipehouse's brand programs - making sure they have everything they need to start earning and keep creating. You'll be the main point of contact for creators on the platform: - Approving applications - Reviewing content - Answering questions - Solving problems - Building relationships This role is not a sideline or a small part of a bigger job. It is the job. You'll be managing creators across multiple brand programs simultaneously, each with its own commission structure, content guidelines, and requirements. Strong organisation and the ability to context-switch quickly are essential. Qualifications - Recent college graduate or early-career professional with a degree in marketing, communications, business, or a related field. - Outgoing, warm, and naturally good at building rapport. - Excellent written communication in English - specifically in a casual, human, warm tone. - Highly organised - managing creator conversations across brand programs simultaneously. - Comfortable working US-aligned hours since our creators are primarily US-based. - Comfortable with ambiguity and building processes from scratch. - Self-starter who doesn't need to be managed closely. - Familiarity with social media platforms (TikTok, Instagram, YouTube). Requirements - Experience with affiliate marketing, influencer management, or creator economy platforms (nice-to-have). - Experience reviewing or evaluating social media content for brand fit, compliance, or quality (nice-to-have). - Familiarity with tools like Impact, Google Sheets, Slack, or similar (nice-to-have). - Comfortable working alongside AI tools (nice-to-have). Benefits - A front-row seat to building a creator commerce platform from the ground up. - Opportunity to work with some of the biggest brands. - Real ownership - your work directly impacts creator activation rates and brand revenue. - A chance to grow into a senior role as the company scales. - Remote, flexible working environment.

Role Description Serve as a Talent Acquisition Specialist II supporting claims hiring through a consultative, partnership-driven approach. You’ll manage full-cycle recruiting while working closely with business leaders to understand team needs, role requirements, and market dynamics while educating hiring leaders on the recruiting process. This role focuses on advising on hiring strategies, aligning talent to business goals, and influencing key decisions to ensure strong, effective hiring outcomes. You’ll regularly engage with stakeholders and department team members through meetings and video interactions, building strong relationships and providing ongoing guidance throughout the hiring process. Key Responsibilities - Manage full cycle recruiting process including sourcing and pipelining candidates, screening, coordination of interviews, processing offer letters and assisting during the onboarding process. - Serve as a SME, acting as a trusted advisor to hiring managers, offering insights into market trends, talent availability, and best practices to inform hiring decisions. - Consult with hiring managers to determine strategy and set service-level standards for the recruiting process, while developing and managing effective relationships. - Manage offer process from end-to-end with internal stakeholders including salary analysis and proposal, negotiating and closing. - Leverage available data to manage day-to-day operations, inform actions, and influence positive change to reach desired outcomes. - Consistently develop and maintain candidate pipelines. - Ensure collaborative, customer-focused relationships with hiring managers and HR Partners. - Maintain accurate records in the recruitment management system per our processes and workflows to ensure compliance, data integrity and operational excellence. - Participate in projects or lead small scale components of projects. - Maintain ongoing industry knowledge and commitment to continuous learning and professional development within the TA field. Qualifications - High school diploma or equivalent. - Two years of experience working in Talent Acquisition with exposure to the full cycle recruiting process, including sourcing of candidates. - Knowledge of EEO Guidelines, State and Federal selection and hiring regulations, effective recruiting techniques, and Applicant Tracking System (ATS). - Demonstrated knowledge of Talent Acquisition (TA) best practices, procedures, and market trends. - Strong organization and planning capabilities with a focus on detail-oriented execution. - Effective time management and decision-making abilities in a fast-paced environment. - Ability to build and maintain strong internal relationships, influence and drive collaboration and alignment. - Proven ability to consult and influence as a trusted advisor to hiring managers and stakeholders. - Effective communication, negotiation, and objection-handling skills across your stakeholders. - Comfortable using data to inform recruiting activity, support hiring decisions and manage your day-to-day operations. Preferred Qualifications - Bachelor’s degree or equivalent in Business Administration, Human Resources Management, or related field. - Full cycle recruiting in the insurance industry and/or for claims adjusters. - Workday ATS experience with tracking, reporting, and managing candidates. - HR Certifications; SHRM-CP, PHR. - Cross functional work within Human Resources. - Knowledge of Michigan No Fault reform, medical terminology, claims processing, and recruiting for training classes. Work Environment This position is currently able to work remotely from a home office location for day-to-day operations unless occasional travel for meetings, collaborative activities, or team building activities is specified by leadership. This is subject to change based on amendments and/or modifications to the ACG Flex Work policy. Compensation & Benefits Overview ACG complies with all applicable state and local laws regarding required benefits (including PTO, paid sick leave, etc.). Compensation A Talent Acquisition Specialist II earns a competitive annual salary of $60,000-$75,000, along with the opportunity for an annual company bonus incentive. Benefits - Health & Wellness: - Medical plans with multiple coverage options, including HSA eligibility. - Prescription drug coverage. - Dental and vision benefits. - Employee Assistance Program (confidential support services). - Financial Protection & Insurance: - Company-paid basic life insurance. - Optional supplemental life insurance and dependent coverage. - Short-term and long-term disability coverage. - Critical illness, accident, and pet insurance options. - Retirement & Savings: - 401(k) plan to support long-term financial goals. - 3% automatic deferral upon eligibility; may contribute 1% to 50% of eligible earnings, either pre or post tax. - Company match of 50% paid on employee contributions up to 6% of pay, payable to employees following the end of the year; immediate vesting. - Additional company contribution of 4% of pay each pay day into your account; 100% vested after three (3) years of service. - Health Savings Account (HSA) and Flexible Spending Accounts (FSA) options. - Time Off & Leave: - Paid Time Off (PTO): Accrual-based, increases with tenure, eligible at 90 days of employment. - Full-time new employees will receive up to 12 PTO days annually; accrual based on start date and may include additional PTO based on role and/or state & local requirements. - Part-time employee PTO hours are calculated based upon the standard weekly hours the employee is scheduled to work and will accrue at a minimum of 3 hours per month. - Paid holidays: Full-time employees are eligible for 10 company-paid holidays annually, in addition to 1 mental health day, 2 floating holidays, and 1 volunteer day. Holidays will vary by business schedules. - Part-time employees are eligible for 8 company-paid holidays annually, in addition to 1 mental health day and 2 floating holidays. Holidays will vary by business unit schedules. - Paid leave programs, including parental, bereavement, jury duty, and military leave. - Career Growth & Education: - Tuition assistance (up to $5,250 annually; 80% covered by ACG). - Professional certification support with 100% reimbursement for eligible programs. - Opportunities for career development and advancement. - Additional Perks: - Complimentary AAA membership with roadside assistance and travel discounts. - Adoption assistance program. Job Posting Period This position is expected to remain posted through July 10, 2026, however, it may close at any time once a qualified candidate pool is identified. Important Note ACG’s Compensation philosophy is to provide a market-competitive structure of fair, equitable and performance-based pay to attract and retain excellent talent that will enable ACG to meet its short and long-term goals. ACG utilizes a geographic pay differential as part of the base salary compensation program. Pay ranges outlined in this posting are based on the various ranges within the geographic areas which ACG operates. Salary at time of offer is determined based on these and other factors as associated with the job and job level. The above statements describe the principal and essential functions, but not all functions that may be inherent in the job. This job requires the ability to perform duties contained in the job description for this position, including, but not limited to, the above requirements. Reasonable accommodations will be made for otherwise qualified applicants, as needed, to enable them to fulfill these requirements. The Auto Club Group, and all its affiliated companies, is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, gender identity, sexual orientation, national origin, disability or protected veteran status. Regular and reliable attendance is essential for the function of this job. AAA The Auto Club Group is committed to providing a safe workplace. Every applicant offered employment within The Auto Club Group will be required to consent to a background and drug screen based on the requirements of the position.