• Partner with hiring managers, HR Leadership, and recruiters to understand hiring needs and develop campus recruiting strategies that support early careers growth • Manage full-cycle recruiting activities for intern, co-op, entry-level, and experienced professional positions • Build and maintain talent pipelines through proactive sourcing, networking, and relationship-building efforts • Represent CHA at career fairs, university events, networking opportunities, and other recruiting initiatives • Develop strong relationships with colleges, universities, and student organizations to strengthen CHA's campus recruitment presence • Track recruiting activity and market trends to help inform talent acquisition strategies and workforce planning efforts • Serve as a brand ambassador for CHA, promoting our culture, values, and career opportunities to prospective candidates

• Own full-cycle recruiting for a portfolio of Wellbeing Go-to-Market positions, including Sales, Client Success, Customer Success, Marketing, Revenue Operations, Implementation, and other customer-facing roles. • Partner closely with hiring managers to develop recruiting strategies, understand business priorities, and align hiring plans with organizational goals. • Build proactive talent pipelines through sourcing, networking, referrals, and market research to ensure a strong slate of qualified candidates. • Leverage LinkedIn Recruiter and other sourcing tools to identify and engage passive talent. • Manage multiple searches simultaneously while delivering an exceptional candidate and hiring manager experience. • Serve as a trusted advisor throughout the hiring process, providing market insights, interview guidance, and recommendations that support quality hiring decisions. • Drive structured interview processes that promote consistency, efficiency, and an inclusive candidate experience. • Maintain accurate recruiting activity, candidate data, and pipeline reporting within Workable (or similar ATS). • Communicate proactively with hiring managers and business leaders on pipeline health, hiring progress, and recruiting risks. • Partner with cross-functional teams, including HR Business Partners, Compensation, and Hiring Leaders, to facilitate successful offers and onboarding. • Contribute to ongoing improvements in recruiting processes, tools, interview practices, and talent acquisition programs as we continue to scale.

• Develop and execute strategic sourcing plans to identify and engage top talent, ensuring a robust and inclusive candidate pool for current and future hiring needs • Conduct regular market research and analysis to stay informed about talent trends, using insights to inform recruiting strategies and address potential challenges • Partner with senior leaders across the organization to understand their hiring objectives and develop recruiting strategies aimed at achieving headcount goals, with an emphasis on expanding our GTM teams across the US, LatAM and Canada • Track and analyze recruiting metrics, providing regular reports on hiring progress to business leadership to ensure transparency and alignment with goals • Propose and implement creative and scalable changes to the existing recruiting strategy to enhance efficacy and reach • Work closely with cross-functional teams—including Finance, People Ops, Benefits, Onboarding, and Legal—to deliver a seamless and high-quality candidate experience

• Own full lifecycle recruiting for Ford Racing roles, from intake to offer, across technical, operational, and business functions as needed. • Partner with hiring managers and stakeholders to define role requirements, ideal candidate profiles, and search strategies aligned to Ford Racing’s objectives. • Lead candidate screening, resume/profile review, and assessment conversations, advocating for top talent and ensuring strong alignment with role and culture. • Manage candidate pipelines, drive proactive outreach, and maintain accurate documentation in Ford’s ATS and Sustainable Talent systems. • Facilitate regular stakeholder updates, presenting pipeline data, market insights, and recommendations to improve hiring outcomes. • Identify search challenges early and propose creative solutions, leveraging motorsport/performance/aftermarket automotive networks where possible. • Guide candidates through the process with clear expectations, timely follow-up, and a focus on creating an exceptional candidate experience. • Collaborate closely with the Senior Sourcer to align on sourcing priorities, calibrate profiles, and ensure smooth handoffs from top-of-funnel through offer.