• Performs all scheduling, staffing, and timekeeping responsibilities for designated work areas within scope • Creates and edits schedules to filling open shifts and manages timecards • Mobilizes staff for daily needs that surface less than 24 hours before the start of a shift • Utilizes an electronic staffing system platform and communicates with multiple stakeholders and leaders • Approves or denies all schedule requests based on skill mix and needs of the unit • Contacts available staff to provide unit care requirements and fill open shifts

• Manage the full recruitment lifecycle from intake meetings through offer acceptance and onboarding coordination. • Partner with hiring managers to understand hiring goals, job requirements, and ideal candidate profiles. • Develop and execute sourcing strategies using LinkedIn, job boards, employee referrals, networking, and direct outreach. • Screen resumes and conduct initial candidate interviews. • Coordinate interviews with hiring teams and maintain clear communication throughout the hiring process. • Evaluate candidates for technical skills, experience, cultural alignment, and organizational fit. • Extend offers and assist with salary negotiations in collaboration with leadership. • Build and maintain talent pipelines for current and future hiring needs. • Ensure a positive, professional candidate experience at every stage of the recruiting process. • Maintain accurate records within the applicant tracking system (ATS). • Track recruiting metrics and provide regular hiring updates to leadership. • Recommend improvements to recruiting processes and employer branding initiatives. • Ensure compliance with all applicable employment laws and hiring practices.

Role Description As a Lead G&A Recruiter, you will operate as a principal-level recruiting partner responsible for owning TRM’s most critical G&A searches, with a focus on senior and specialized roles across Strategic Finance, Legal, People, Operations, and other corporate functions. You will partner directly with executive stakeholders to define search strategy, map competitive talent markets, engage senior passive talent, and drive high-quality hiring decisions with speed and precision. Your success will be measured by the quality, velocity, and business impact of hires across TRM’s G&A organization. The impact you will have: - Own full-cycle recruiting for senior and specialized G&A searches across Strategic Finance, Legal, People, Operations, and other corporate functions. - Act as a strategic talent partner to executive stakeholders, advising on market dynamics, candidate calibration, hiring strategy, and closing approach. - Build and execute targeted sourcing strategies that identify, engage, and close exceptional G&A talent from high-growth technology, fintech, crypto, public sector, financial services, and other relevant environments. - Develop deep market maps for priority searches, including competitor talent, high-performing corporate functions, and referral-driven networks. - Create an exceptional candidate experience for senior and specialized talent, ensuring every touchpoint reflects TRM’s talent bar, mission, and operating principles. - Use data, market insights, and funnel conversion metrics to diagnose search health, influence hiring teams, and refine recruiting strategy in real time. - Drive urgency and decision quality across critical searches by facilitating clear calibration, structured feedback, and timely hiring decisions. - Continuously improve G&A recruiting processes, including intake quality, scorecard alignment, sourcing strategy, debrief rigor, and offer execution. - Serve as a craft leader on the Talent team by raising the bar for sourcing, stakeholder management, candidate engagement, and strategic search execution. Qualifications - 7+ years of recruiting experience, with deep experience owning senior G&A searches in high-growth, US-headquartered technology companies. - Proven success hiring senior and specialized talent across Strategic Finance, Legal, People, Operations, and other corporate functions. - Strong search fundamentals, including market mapping, talent intelligence, passive candidate engagement, confidential search management, and senior-level closing. - Ability to quickly understand complex corporate roles, including finance, legal, compliance, people, operations, and business-critical leadership requirements. - Strong analytical ability to interpret recruiting metrics, funnel health, conversion rates, market data, and candidate pipeline quality, then translate insights into actionable recommendations. - Exceptional stakeholder management skills, with the ability to build trust, influence senior leaders, push back thoughtfully, and operate as a strategic advisor throughout the hiring process. - Excellent written and verbal communication skills, including the ability to synthesize market insights, candidate tradeoffs, and search progress clearly for executive audiences. - High ownership, persistence, and judgment in navigating ambiguous, confidential, and business-critical searches. - Demonstrated ability to balance speed with quality while maintaining a high talent bar for G&A hiring. Requirements - Within 72 hours of receiving a position, you attend the intake meeting prepared with a Total Addressable Market (TAM) overview and 5-10 sample profiles to review with the hiring team. - Within 48 hours of receiving initial candidate feedback, you refine search criteria based on the hiring team’s insights, then, within 24 hours, create A/B outreach messaging to engage targeted profiles and aim to source 100 candidates within the first week. - While sourcing externally, you identify 5 team members at TRM with relevant networks, proactively reaching out via Slack to schedule a "sourcing jam" with the recruiter to explore potential referrals. - Two weeks after the initial outreach, you analyze sourcing data to identify what is and isn’t driving conversions. You share your insights and recommendations with the hiring team to refine and optimize the outreach strategy, and you continue to monitor and adjust the approach until the position is filled. Benefits - The estimated base salary range for this role is $172,000 - $196,000. - This role may be eligible to participate in TRM’s equity plan. Company Description TRM Labs provides AI-powered intelligence solutions that help public and private sector agencies investigate and disrupt crime. TRM's platforms enable investigators to trace illicit activity, build cases, and construct operating pictures of threat networks. Leading agencies and businesses worldwide rely on TRM to make the world safer and more secure.

• Manage the centralized talent acquisition team that supports sourcing, selection, and onboarding activity across the Americas, including annual budget ownership. • Continually evaluate and improve team capability through targeted development and coaching. • Participate in the global talent acquisition leadership team to lead cross-regional projects and initiatives. • Partner with the global TA CoE to select, implement, and enhance the TA technology stack to improve the candidate and hiring manager experience, increase recruiter capacity through automation and best practice sharing, and deliver meaningful data insights. • Manage vendor and agency contracts including evaluation, selection, and performance management. • Ownership/ creation of global and local policies and guidance related to the hiring process including referrals, internal talent movement, compliance, job posting requirements, interviewing expectations, offer creation/ approval, and others. • Own the employer value proposition strategy. • Profile OTIS as an employer of choice on external communication channels/ platforms to potential talents (social media platform, job board, career fair etc.). • Ensure a cost-conscious recruitment model transformation, continually seek and develop creative approaches to enable business objectives. • Benchmark, identify and implement creative avenues for sourcing high quality, diverse talent to support broader organizational talent initiatives. • Provide consultative feedback about industry benchmarks, external labor market conditions and candidate needs, to influence stakeholders and to drive hiring decisions. • Leverage recruitment data to drive recruitment efficiency. • Provide recruitment metrics to drive progress in the timeliness, quality, and candidate/ hiring manager satisfaction. • Advance the Otis brand across numerous markets and professional communities. • Provide complete, accurate, and inspiring information to candidates about the company and position. • Prepare field HR, Hiring Managers, and the TA team to identify the right candidates for the right positions by improving and implementing recruitment procedures as well as processes, including selection techniques, assessment, and guidance. • Develop proactive candidate pools and sourcing techniques for frequently recruited and difficult to fill positions. • Lead the local early career strategy including university selection and campus hiring ensuring a future-ready pipeline of talent for the business. • Continually evaluate the ROI of these partnerships, outreach approaches, and help the organization right-size these programs based on entry-level hiring needs and skill gaps. • Some travel may be required (<20%)