• 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

Role Description This is a hands-on GTM and outbound systems role for someone who can build the structure behind a scalable outbound sales motion while also understanding the realities of cold calling, SDR execution, and staffing-industry sales. The Outbound GTM Lead will be responsible for developing and optimizing HireHawk’s outbound prospecting infrastructure, including: - Apollo setup - List-building workflows - Multichannel sequences - CRM processes - Reporting dashboards - Lead segmentation - Campaign analytics - SDR enablement This is not a pure marketing role and not a traditional Account Executive role. This role will partner closely with SDRs, sales leadership, and account management to ensure the outbound process is structured, measurable, repeatable, and aligned with HireHawk’s staffing and recruitment services. Qualifications - Previous experience in a staffing agency, recruitment firm, RPO, talent acquisition company, HR services business, or workforce solutions company. - Strong hands-on experience with list building, workflow creation, prospect segmentation, enrichment, sequencing, and campaign management. - Experience building or improving outbound sales processes, preferably in a staffing, recruitment, or B2B services environment. - Strong understanding of outbound cold calling, SDR workflows, prospecting sequences, follow-up cadences, and qualified meeting generation. - Ability to analyze outbound performance metrics and identify where conversion is breaking down across lists, messaging, calls, follow-up, or qualification. - Experience creating multichannel outbound campaigns across phone, email, LinkedIn, and CRM-based follow-up tasks. - Experience using AI tools to improve list quality, enrich prospect research, identify hiring signals, personalize outbound messaging, and support scalable campaign development. - Experience working directly with SDRs, BDRs, sales teams, recruiters, or staffing sales representatives. - Familiarity with cold-call QA, call recording review, objection tracking, and SDR coaching processes. - Experience in a startup, high-growth company, or sales organization where GTM systems had to be built from the ground up. - Comfort joining live sales calls, listening to SDR calls, reviewing call notes, and helping improve call strategy. Requirements - 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. Benefits - 100% remote work flexibility - Opportunity to build and scale HireHawk’s outbound GTM engine from the ground up - Career advancement opportunities as the sales and GTM function grows - Exposure to staffing, recruitment, sales operations, and revenue strategy - Collaborative, fast-paced, and high-performance team culture

• Own the end-to-end recruitment lifecycle, from role scoping and proactive sourcing to pipeline management, candidate engagement, offer negotiations, and pre-boarding administration and background checks for Canadian and US roles. • Partner with department heads across engineering, product, marketing, and sales to define talent needs and design sourcing strategies. • Proactively source candidates through platforms like LinkedIn, industry networks, and other relevant channels. • Ensure excellent candidate experience by managing communication and feedback throughout the hiring process. • Build a strong and diverse talent pipeline to meet Bankjoy’s immediate and future hiring needs. • Work closely with leadership to drive recruitment efforts and meet aggressive hiring targets in a hyper-growth environment. • Maintain recruiting metrics and deliver progress reports to senior leadership.

Role Description Your future role at a glance: - Location: Remote with less than 5% travel - Department: Provider Recruitment - Schedule: Day shift | Full-time - Salary range: $107,821.50 - $145,875.46 per year - Eligible for an annual bonus incentive How you'll make an impact in this role: - Manage and operationalize physician recruitment and outreach strategies for physicians and midlevel providers. - Manage the physician recruitment outreach and physician ambassador teams through mentoring and prioritization of department operations, assigned searches, workload, and special projects. - Manage and complete activities on all searches including the coordination of recruitment activities with market recruitment leadership. - Manage the recruitment process including but not limited to these activities: - Development of recruitment plan - Sourcing candidates - Screening candidates - Arranging site visits - Negotiating agreements - Relocation activities - Manage physician visit process, ensuring candidates have a white glove experience before, during, and after the visit. Qualifications - High School diploma equivalency with 3 years of cumulative experience OR Associate's degree/Bachelor's degree with 2 years of cumulative experience OR 7 years of applicable cumulative job specific experience required. - 3 years of leadership or management experience preferred. Requirements - At least 2 years of leadership experience in provider/physician recruitment. Benefits - Paid time off (PTO) - Various health insurance options & wellness plans - Retirement benefits including employer match plans - Long-term & short-term disability - Employee assistance programs (EAP) - Parental leave & adoption assistance - Tuition reimbursement - Ways to give back to your community Benefit options and eligibility vary by position. Compensation varies based on factors including, but not limited to, experience, skills, education, performance, location and salary range at the time of the offer.