• 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.

• Coordinate candidate interviews across multiple departments/time zones and manage candidate communications throughout the hiring process • Maintain records within the ATS (greenhouse) • Work alongside all our hiring managers to gather notes and feedback on candidates in our pipeline • Ensure a positive candidate experience from start to finish • Assist in sourcing candidates for all our open positions within our organization • Coordinate employee engagement activities and events • Assist with HR compliance documentations and audits • Support the onboarding process by sending welcome emails and onboarding schedules • Walking employees through our employee handbook, benefits enrollment and policies • Introduce our new employees to our company culture and values • Help coordinate employee recognition programs • Assist in Ad hoc projects as they arise

• Work directly with senior leaders to influence hiring decisions at the highest level. • Build the talent pipelines that power our next stage of growth. • Own and manage the end-to-end recruitment process for marketing roles, ensuring a seamless, efficient, and high-quality experience from job opening to offer stage, following defined Talent Acquisition standards. • Conduct company and market mapping to identify top talent and prepare clear, structured candidate presentations and documentation for the CMO and key stakeholders. • Leverage and manage ATS (Recruitee) and sourcing platforms such as LinkedIn, X (Twitter), Facebook, and AI sourcing tools to drive effective candidate sourcing while maintaining accurate and organized pipelines. • Partner closely with Hiring Managers through regular syncs to align on role requirements, hiring strategies, and priorities—especially for critical and high-impact positions. • Create compelling, high-quality job postings that accurately reflect role expectations, team needs, and company culture to attract the right candidates. • Track and optimize recruitment performance using data, KPIs, and analytics. • Turn into the team lead (3 to 5 people) and be the go-to person for all team members and PBPs.