• 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.

Role Description As a HMIS Senior Associate you will support Abt's extensive portfolio of Homeless Management Information System (HMIS) Technical Assistance initiatives, as well as other projects, as needed. You will work with local communities and federal grant recipients to help them improve data collection, analysis, and data quality capacities in locally managed Homeless Management Information Systems (HMIS). You will also be expected to engage as a thought leader both internally and with the local communities and federal grant recipients, in a variety of capacities. For example, you will contribute to work groups and mini teams, as a developer and/or reviewer of products, tools and resources to support communities in their efforts to end homelessness. Core Responsibilities - Designing tools and guidance to help communities to develop and implement a robust HMIS database. - Developing data collection guidance and strategies to help communities use data from HMIS, point-in-time counts, housing inventory counts, and other sources to inform homelessness system design, measure performance, and model improvement opportunities. - Creating data dashboards to support local and federal data efforts, ideally in Tableau. - Developing programming specifications to analyze and generate reports from HMIS data (most likely leveraging SQL programming languages) to support local and national reporting and use of HMIS data for local homeless system planning. - Facilitating knowledge sharing to promote cross-learning within Abt and externally (e.g., communities, HUD, and partners) to ensure all of those working to end homelessness can cultivate and apply the most effective strategies possible. - Providing technical assistance to help HMIS Lead Agencies and Continuum of Care (CoCs) improve their data collection, data quality and reporting practices in HMIS. - Building and maintaining relationships with federal, state, and local government officials and TA recipients; working collaboratively as part of and in leading teams; exercising initiative and leading innovation within the field; and communicating effectively with a diverse range of partners. Qualifications - Bachelor’s Degree + Twelve years of relevant experience, or Master’s Degree + Ten years of relevant experience, or PhD + Eight years of relevant experience. - Technical expertise in HMIS, including knowledge of the HMIS Data Standards, HUD XML and CSV schemas, and HMIS federal partner requirements. - Experience programming HMIS software functionality, especially related to conformation with HUD Data Standards and Reporting Requirements and functionality (e.g. features to support community-level inventory management and coordinated entry implementation). - Experience with data migration, data integration, moving data from one HMIS platform to a data repository, or moving data from one HMIS platform to another HMIS platform. - Deep knowledge of and experience with the Annual Homeless Assessment Report (AHAR) and Longitudinal Systems Analysis (LSA) processes and requirements. - In-depth programming experience using SAS, SQL, particularly to program reports for HMIS or similar client-level datasets (experience with Python or R also a plus). - Strong data visualization experience, ideally in Tableau. - Experience analyzing administrative data to understand racial, gender and other subgroup disparities. - Experience analyzing and presenting HMIS data to CoC and community leaders to help them understand homelessness, system performance, and system needs and to support planning processes focused on system improvement and equity. - Experience partnering with people with lived experience of homelessness in the design of data collection systems and efforts, interpretation of data, planning, decision-making and implementation processes. - Demonstrated ability to center equity in daily work and functions. - Demonstrated success managing an HMIS, including work as an HMIS System Administrator for a local CoC. - Demonstrated success in implementing an HMIS Data Quality Management Program (DQMP) or equivalent training and support for users of HMIS. - Excellent problem solving, escalation, analytical, collaboration, listening, verbal and written communication skills. - Models professionalism and promotes teamwork through cooperative behavior. - Able to support multiple initiatives at any one time of various levels of effort. Benefits - We foster an environment where you can Thrive Your Way. - Our innovative total rewards programs are designed to help balance your work and personal life. - The approach toward your wellbeing centers around comprehensive benefits, flexible schedules, and professional development. - This position offers an anticipated annual base salary range of approximately $125,000 to $160,000 and may vary downwards by ten percent depending on candidate geographic location. - Salary offers are made based on internal equity and market analysis. Company Description Abt Global Inc. is an Equal Opportunity employer committed to fostering an inclusive work environment. Abt provides market-competitive salaries and comprehensive employee benefits.

• Own recruiting coordination for a high volume of open roles and create a consistent, well-run hiring experience for candidates, interviewers, and hiring managers • Be the operational heartbeat of the candidate experience — scheduling, work trial coordination, and offer logistics are often the ones candidates remember most • Own our recruiting tech stack: keep our ATS (Ashby) clean and well-configured (templates, sequences, stages, reporting) and manage vendor administration • Support the offer process: send offers, manage approval coordination, and shepherd candidates through logistics to their start date • Continuously look for ways to automate and streamline: use AI and modern tooling to move faster without sacrificing candidate experience • Design and own the onboarding experience at Linear: build an onboarding journey that's thoughtful, well-coordinated across teams, scaleable, and leaves every new hire feeling set up for success from offer acceptance through their first few months • Maintain people systems and data accuracy across our HRIS and ATS • Coordinate employee lifecycle events including onboarding, transfers, and location changes • Identify opportunities to make People Operations more efficient: automate the repeatable, improve the manual, and build systems that scale with the team