• Source high-quality candidates via LinkedIn, job boards and databases • Screen CVs against job specifications and shortlist suitable applicants • Conduct initial telephone screenings and competency-based interviews • Build and maintain active talent pipelines for current and future vacancies • Coordinate interview scheduling between candidates and hiring managers • Maintain accurate candidate records and update ATS system consistently

• You will own end-to-end hiring for a portfolio of roles across FINN's Growth department (Sales, Account Management and Marketing), ensuring an efficient, appreciative, and seamless candidate experience from first touchpoint to offer. • You will partner closely with hiring managers to define hiring needs, align on candidate profiles, and act as a trusted partner throughout the entire hiring process. • You will proactively source, engage, and nurture top talent using LinkedIn Recruiter and other sourcing channels, building sustainable pipelines for current and future hiring needs. • You will conduct structured recruiter interviews and deliver high-quality candidate assessments, consistently maintaining FINN's high hiring bar. • You will leverage recruiting data and AI-powered tools to monitor funnel health, identify optimization opportunities, and continuously improve sourcing effectiveness, hiring speed, and candidate quality. • You will collaborate closely with the wider People team to optimize recruiting processes, leverage our Applicant Tracking System (Lever), and contribute to strategic Talent Acquisition initiatives across Talent Attraction, Selection Quality, and Stakeholder Relations.

• Run business hiring end-to-end: from first convo to offer, you’re managing multiple roles at a time. • Source like it matters: outbound is core - you’ll be consistently building pipeline. Junction isn’t a household name, so your message needs to stand out. • Build our network in the healthcare tech industry: we want to be known, you'll help us build it up — through content, community, intros, events, whatever works. • Keep momentum: chase feedback, unblock decisions, and keep great candidates moving through the process. • Partner closely with hiring managers: get clear on what we actually need, build sensible interview plans, and keep the bar high. • Treat candidates well: fast process, clear comms, even a "no" should feel respectful of their time. • Tighten how we hire: we've got the base — you'll help sharpen scorecards, calibration, and feedback loops. Just enough structure to make good decisions without slowing everyone down. • Feedback what you're seeing with data: comp expectations, candidate feedback, where we're losing people, and what we should change.

• Lead, coach, and develop a team of Talent Acquisition Coordinators, fostering a culture of accountability, continuous improvement, and exceptional service • Ensure candidates, recruiters, hiring managers, and interviewers have a seamless and consistent experience throughout the hiring process • Oversee interview scheduling, background check operations, and other coordination activities while ensuring high-quality execution and service levels • Partner with Talent Acquisition Managers and TA Operations to align coordinator support with business priorities and hiring needs • Drive recruiter productivity by improving processes, balancing workloads, and reducing administrative burdens across the recruiting lifecycle • Leverage data, technology, automation, and AI to improve team efficiency, scale impact, and enhance stakeholder experiences • Monitor operational metrics and feedback to identify opportunities for continuous improvement