• Develop and execute DigitalOcean's global datacenter site selection and acquisition strategy • Lead the entire lifecycle of datacenter acquisition from initial market research to negotiating contracts • Build and maintain relationships with top-tier global providers and drive vendor performance • Partner closely with Finance to build Total Cost of Ownership models • Collaborate with Legal and Datacenter Operations to ensure all facilities meet standards • Continuously monitor the global datacenter and energy markets for supply constraints and pricing trends

• Develop and execute an effective and innovative sourcing strategy to identify exceptional talent • Conduct complex internet searches using a wide range of search engines, social media, direct / cold calls, networks, directories and recruitment tools and databases • Build and maintain a network of candidates through market research and ongoing relationship management. • Conduct phone interviews and assess candidates against client position requirements and organization culture fit • Present strong talent for open positions, overcoming objections in the process • Update and maintain administrative responsibilities such as applicant tracking system data entry and reports • Maintain strong relationships and satisfaction with candidates and supported partners

• 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.