• Build, optimize, and manage HireHawk’s outbound GTM infrastructure across Apollo, CRM systems, sales engagement tools, and reporting platforms. • Own Apollo workflows, lead list creation, contact enrichment, sequence automation, prospect segmentation, and outbound campaign setup. • Develop high-quality prospect lists segmented by ICP, industry, buyer persona, geography, hiring signals, company size, and staffing need. • Build multichannel outbound workflows using cold calls, email sequences, LinkedIn touches, follow-up steps, and automated task creation. • Partner with SDRs to improve daily outbound execution, call prioritization, follow-up discipline, and qualified meeting conversion. • Analyze SDR activity and campaign performance, including dials, connects, conversations, positive conversations, meetings booked, show rates, qualified opportunities, and conversion rates. • Improve cold-call scripts, email copy, LinkedIn messaging, objection-handling frameworks, and follow-up sequences based on market feedback. • Help define and refine qualification criteria for staffing and recruitment opportunities before handoff to sales or account management. • Maintain CRM hygiene, lead-stage accuracy, campaign tracking, and consistent reporting discipline. • Build repeatable outbound playbooks, SOPs, workflows, and training materials for current and future SDRs.

• Recruit CDL drivers for open trucking positions • Generate your own leads using job boards, social media, referrals, networking, and other recruiting methods • Screen and qualify applicants • Match drivers with available opportunities • Follow up with applicants throughout the hiring process • Build and manage your own recruiting pipeline

• As the Head of Global Talent Acquisition, you will own how Hadley Designs sources, vets, and closes top global talent. • You will partner with leadership to design the recruiting engine that consistently delivers strong top-of-funnel for every open role. • You will scale the people systems that hold a remote, contractor-centric organization together as it grows toward $100M and beyond. • Talent Acquisition: Source candidates across LinkedIn, job boards, freelancer platforms, and referrals; filter applicants for red flags, competency match, and scorecard alignment. • Run test projects, review submissions, conduct first-round group interviews, and manage candidate experience end-to-end. • Manage and optimize sourcing channels based on performance; build 'always hiring' shortlists for recurring high-leverage roles. • Monitor and manage Glassdoor reviews, organize team review drives, ask for feedback, flag issues, protect brand rating. • Track hiring pipeline reports broken down by channel and role; track funnel performance against KPIs. • Design and implement systems for engaging, onboarding, and retaining talent, aligned with the company's growth objectives. • Collaborate with leadership to ensure that the organizational structure and workforce planning meet the evolving needs of the business. • Establish performance expectations, evaluation frameworks, and development pathways that drive accountability and growth across the organization. • Build a consistent and professional experience for talent that reinforces employee engagement, satisfaction, and retention. • Provide insights and data-driven recommendations to leadership to guide decision-making and improve workforce effectiveness. • Partner with external service providers to enhance and support people operations as necessary.

• Drive process improvements to help make the hiring process more effective, efficient and positive for both hiring managers and candidates • Own the full candidate lifecycle for a variety of roles across Sales, Sales Development, Customer Success and Support • Partner with internal clients to develop sourcing strategy for current and future needs • Source candidates from relevant networks, online and internal databases, employee referrals and passive candidates through networking and research • Ensure a smooth and positive candidate and hiring manager experience • Liaise closely with internal functions such as HRBP, Immigration and the Compensation team as necessary to onboard candidates effectively