• Move fast with a system. Source, track, and maintain a high volume of candidates without dropping the ball, keeping open lines of communication with stakeholders at every step. • Speak production fluently. Get into the business and onto the floor to understand the product, the technical roadmap, and the team's manufacturing reality, i.e., takt times, cycle times, throughput, yield, so you can pitch the opportunity credibly to operators. • Connect headcount to outcomes. Translate a missing role into what it costs the line in throughput and revenue and use that to drive urgency and prioritization with hiring managers. • Be a trusted partner, not an order-taker. Build deep trust with operations and program leaders through consistency and a strong operating rhythm; influence talent strategy while executing on deliverables. • Close exceptional talent. Develop a sharp understanding of the mission, learn to pitch the team and opportunity, and bring offers across the line, including with candidates who are strong negotiators in their own right. • Run on data. Track and analyze pipeline and performance data to find areas of opportunity and turn it into a data-driven narrative that builds momentum. • Invent and simplify. Build recruiting strategies that scale with the company, implementing referrals, process improvements, and automation where they move the needle. • Master your tools. Act as a subject-matter expert in prospecting, information retrieval, data extraction, web-scraping, process automation, and candidate management. • Interview with judgment. Conduct candidate interviews and anticipate hiring-manager preferences, demonstrated through high interview-to-offer ratios. • Engage passive talent. Source through LinkedIn Recruiter, Gem, Boolean strings, referrals, and SOBO campaigns. • Protect the candidate’s experience. Deliver a consistent, positive experience throughout the process with proactive communication and engagement.

• Proactively source and engage passive talent across motorsports, performance automotive, aftermarket automotive, and high-performance engineering markets • Build pipelines of specialized talent, including engineers, technicians, program managers, business professionals, and leadership candidates • Use LinkedIn Recruiter, hireEZ, ATS/CRM platforms, referrals, market mapping, and industry networks to identify top talent • Screen resumes, LinkedIn profiles, and online portfolios to determine fit • Quickly assess whether a candidate should be advanced, nurtured, or passed on • Confidently advocate for top talent and provide clear recommendations to recruiters and stakeholders • Participate in intake meetings, calibration sessions, and search strategy discussions • Bring creative sourcing ideas, market insights, and talent availability data to recruiting partners and business leaders • Conduct market mapping, competitor research, and talent intelligence across niche automotive and technical markets • Partner closely with recruiters and hiring teams to understand role requirements and priority profiles • Support sourcing strategy, candidate calibration, and pipeline development • Provide consultative feedback on talent market realities, candidate quality, and search direction • Maintain accurate candidate information in ATS and CRM systems • Track pipeline activity, candidate status, and sourcing progress • Deliver an exceptional candidate experience and support employer branding efforts

Role Description Our organization is on the hunt for a skilled and experienced Senior Recruiter to enhance our dynamic team. In this critical role, you'll be instrumental in attracting, sourcing, and hiring premier talent to fulfill our growing staffing requirements. Collaborating closely with hiring managers, you will devise and implement effective recruitment strategies and oversee a smooth hiring process from inception to conclusion. This position is a golden opportunity to significantly impact our organization's growth and success by assembling a robust and talented workforce. - Talent Acquisition: Utilize innovative sourcing techniques to source, screen, and interview candidates, aiming to attract top talent. - Recruitment Lifecycle Management: Oversee the entire recruitment lifecycle, including crafting job postings, initiating candidate outreach, coordinating interviews, and extending job offers. - Candidate Relationship Management: Establish and maintain strong rapport with candidates, ensuring a positive and engaging experience throughout the recruitment journey. - Data Management: Employ applicant tracking systems and other recruitment technologies to monitor candidate progress and maintain precise records. - Industry Knowledge: Keep abreast of recruitment trends, industry shifts, and best practices in talent acquisition. - Additional Support: Provide assistance with other HR tasks and projects as necessary. Qualifications - Demonstrated track record as a recruiter, ideally within a Crypto Exchange or related (Web3) Talent Acquisition roles. - In-depth understanding of recruitment processes and industry best practices. - Exceptional communication and interpersonal abilities, capable of efficiently operating in a high-velocity environment and juggling multiple tasks. - Skilled in the use of recruitment software and applicant tracking systems. - Exemplifies a high degree of professionalism and integrity. - Knowledge of remote recruitment strategies and global talent acquisition techniques.

• Own full-cycle recruiting from intake through offer acceptance and onboarding handoff • Partner with hiring managers to define requirements, sourcing strategy, and hiring timelines • Source and engage candidates using Clearance Jobs, LinkedIn Recruiter, Internal databases and referrals • Conduct recruiter screens and evaluate technical, cultural, and clearance fit • Manage candidate pipelines and drive interview processes, feedback, and closures • Coordinate interviews and ensure timely communication across stakeholders • Maintain accurate candidate tracking, scorecards, and reporting in Greenhouse • Leverage AI tools (Copilot, recruiting automation, etc.) to improve sourcing, screening, and workflow efficiency • Build and maintain pipelines for cleared and technical roles across DoD and federal programs