• Win the right candidates: Attract and hire qualified 1099 Representatives, owning the candidate experience from first touch through offer and growing a strong talent pool for the organization's bench strength. • Define the ideal candidate persona: Partner with the program team to continuously define, refine, and collaborate toward the ideal candidate persona for each program, ensuring sourcing and screening stay aligned to what success looks like in the field. • Write postings that stand out: Craft eye-catching, on-brand job postings that capture each brand's persona and voice, A/B testing language, formats, and channels to attract the right pointed applicant. • Source creatively: Continuously experiment with new and unconventional sourcing strategies, looking beyond the obvious to find non-traditional talent and transferable potential. • Assess with judgment: Review resumes and conduct interviews (video and large-group formats), assessing knowledge, skills, soft skills, experience, and aptitudes against program needs. • Partner with the business: Build strong relationships with internal management teams to understand the ins and outs of their programs, and collaborate with the recruiting team to keep every open need moving toward being filled.

• Utilize advanced and creative search strategies (market mapping, deep networking, cold outreach, and executive platforms) to identify and engage passive executive talent • Calibrate candidates with hiring managers and senior leaders • Develop prospects into candidates through engagement and assessment • Lead client update meetings on active searches • Provide strategic guidance and advice in a true partnership with executive leadership • Conduct competitive analysis and market research to advise leadership on talent pools, compensation trends, and recruitment landscape

• Own and analyze recruitment funnel performance across all markets, including conversion rates, time-to-fill, time-to-hire, source effectiveness, offer acceptance rate, pipeline coverage, and cost-per-hire. • Identify, test, and scale the most effective candidate sourcing channels, with a primary focus on Sales hiring and local market specifics. • Monitor hiring plan execution across local recruitment teams through standardized KPIs, dashboards, and regular reporting. • Lead recruitment capacity planning by forecasting hiring demand, identifying risks and bottlenecks early, and ensuring recruitment capacity aligns with business growth plans. • Track and control recruitment budgets across markets. • Continuously optimize recruitment processes by improving funnel efficiency, standardizing hiring stages, defining SLAs with Hiring Managers, and eliminating bottlenecks. • Develop and implement global recruitment standards, processes, and best practices while adapting them to local market requirements. • Coordinate local recruitment teams to ensure consistent hiring practices across countries in a matrix environment. • Partner closely with the Global CEO, Operations, Sales, Marketing, and local leaders to align hiring priorities, workforce plans, and recruitment capacity. • Prepare regular recruitment performance reports and provide data-driven recommendations to senior leadership.

• Own the full recruitment lifecycle across corporate functions in the U.S., Canada, and Costa Rica. • Serve as the primary Talent Acquisition partner for the business, independently managing the recruiting function across multiple departments and hiring priorities. • Partner with hiring managers to define hiring strategies, workforce plans, and ideal candidate profiles. • Build proactive, diverse talent pipelines using modern sourcing techniques, referrals, talent communities, networking, and AI-powered recruiting tools. • Deliver an exceptional candidate experience from first conversation through onboarding. • Act as a trusted advisor to leaders on hiring decisions, interview quality, compensation positioning, and talent market trends. • Balance day-to-day recruiting execution with strategic initiatives, including employer branding, recruiting operations, interview training, and process improvements. • Analyze recruiting metrics to identify trends, forecast hiring outcomes, and recommend data-driven improvements. • Design and continuously improve scalable recruiting programs, structured interview processes, hiring documentation, and best practices. • Champion an inclusive hiring process grounded in structured assessments and objective decision-making. • Build and promote the OfficeSpace employer brand through social media, networking events, community partnerships, and talent marketing initiatives. • Partner closely with the Chief People Officer and People Team to align hiring strategy with business growth. • Leverage AI to streamline sourcing, interview preparation, candidate communications, scheduling, reporting, and recruiting workflows. • Evaluate emerging AI recruiting technologies and recommend new ways to improve hiring effectiveness while maintaining ethical and compliant recruiting practices.