Role Description We’re hiring a Talent Acquisition and Development Lead to own our end-to-end recruitment strategy, from sourcing to offer. You’ll also get to follow your new hires into the business and shape the first six months of the new hire journey. Partnering closely with hiring managers, you’ll build onboarding and training programs that set new joiners up to thrive and help them reach full productivity as quickly as possible. You'll also work with the Associate Director of People to drive high-impact strategic initiatives across the company. What You’ll Do: - Collaboration with Hiring Managers: Build strong relationships with Hiring Managers to deeply understand their staffing needs and biggest challenges. - Strategic Consultation on Talent Acquisition Strategy: Help Hiring Managers audit their interview plan, scorecards, and decision-making criteria to ensure only a high quality hire makes it through our process. - Candidate Sourcing: Proactively source high quality candidates through multiple channels. - Face of CreativeX: Sell CreativeX to top talent, serving as the “face” of the company and their first impressions of the organization. - Screening of Candidates: Conduct phone screens and in-person interviews to evaluate candidates' qualifications. - Pipeline Management and Efficiency: Build and nurture a strong pipeline of candidates through the interview process, looking for opportunities to make our hiring process tighter, faster and more efficient. Seize opportunities to embed AI solutions into our talent acquisition processes. - Talent Integration and Onboarding Effectiveness: Follow your new hires into the company and ensure their successful ramp by coordinating orientation and onboarding sessions with hiring managers, using information unearthed in the hiring process to provide customized recommendations for upskilling priorities. - New Hire Evaluation: Develop and own the processes for soliciting feedback from managers and peers at specific milestones in new hire onboarding to measure whether a high-quality hire was made. - People Team Strategic Projects: Collaborate with the Associate Director of People on projects related to performance management, leadership development, workforce planning, and other strategic initiatives. Qualifications - 5+ years of experience in recruitment, or a People role with a recruitment focus - Results-oriented and data-driven - Ability to work in a fast-paced environment and operate with a bias for action - Exceptional follow-through and attention to detail - Excellent communication and interpersonal skills - Familiarity with Applicant Tracking Systems (ATS). Greenhouse is a plus. - Experience at a rapidly scaling company or startup Requirements - Comp Range: $115-$130K USD (or UK GBP equivalent) Benefits - 🍎 Fully paid medical, dental, and vision (US) and Private Medical Insurance and Health Cash Plan (UK) - ✈️ Generous time off + bank holidays - 📚 Education budget to be used for individual learning experiences or grouped with your team for joint learning - 🧘 Annual subscription to Calm and Headspace for your mental wellbeing - 🎟 Monthly coaching to talk to a trained professional about career goals, relationships, and personal development - 💵 Competitive salary and commission plan including stock options, as we believe that everyone should have a stake in the business - 🍼 4-month full pay parenting leave for all employees who have been with the company for one (1) year - 🪴 Employee contributions to a 401(k) once they have completed their eligibility period

• Lead end-to-end recruitment processes across technical, commercial, consulting, AI, operations, and early-career roles. • Build hiring pipelines for different regions. • Source, screen, and interview candidates using LinkedIn, job boards, talent communities, referrals, and direct outreach. • Support hyperscale hiring initiatives by building repeatable sourcing, screening, and interview processes. • Partner with hiring managers to define job descriptions, scorecards, interview stages, and candidate evaluation criteria. • Manage candidate communication with clarity, professionalism, and speed. • Coordinate hiring for full-time employees, contractors, freelancers, interns, and remote team members. • Support offer processes, contractor agreements, onboarding documentation, and hiring-related workflows. • Work with external providers when needed, including contractor platforms, Employer of Record providers, payroll partners, and legal/admin stakeholders. • Maintain a strong talent database and proactive pipeline for future hiring needs. • Support employer branding activities through LinkedIn content, job posts, events, campaigns, and talent community building. • Track recruitment performance, including pipeline quality, time-to-hire, source effectiveness, and candidate conversion. • Help improve Omtera’s hiring operations by creating scalable processes, templates, and reporting systems. • Ensure a positive and professional candidate experience across every stage of the hiring process.

• Own full-cycle recruiting for a variety of clinical and care delivery roles, including Care Managers, Nurses, and the operational leaders who support and scale these teams, such as Team Managers, Regional General Managers, and others responsible for driving patient outcomes and operational excellence • Support hiring across additional business functions as needed, including Sales/Networks, Marketing, Finance, and other corporate teams • Partner closely with hiring managers to develop hiring strategies, align on candidate profiles, and drive efficient, high-quality hiring decisions • Build and manage strong candidate pipelines through proactive sourcing, networking, referrals, and outbound recruiting efforts • Screen, assess, and guide candidates throughout the interview process while delivering an exceptional candidate experience • Manage multiple searches simultaneously while maintaining a high bar for quality, speed, and stakeholder communication • Use recruiting data and pipeline metrics to identify bottlenecks, improve conversion rates, and inform hiring strategy • Serve as a trusted advisor to hiring managers on market conditions, talent availability, compensation trends, and recruiting best practices • Strengthen Pair Team's employer brand by serving as an ambassador for our mission and culture throughout the hiring process

• You manage end-to-end hiring for a defined set of roles — from scoping requirements and shaping job profiles to coordinating interviews and supporting offer processes with confidence and clarity. • You go beyond inbound applications. You actively search for strong candidates, build talent pools, and run thoughtful outreach — with a focus on building relationships, not just filling pipelines. • You collaborate closely with hiring managers to understand their needs, translate them into structured hiring processes, and keep stakeholders informed on realistic timelines and candidate availability. • You keep a close eye on key recruiting metrics — time-to-hire, pipeline conversion, drop-offs, offer acceptance — and flag where things can be improved. You're comfortable experimenting and iterating. • You help bring ahead's culture and mission to life in every candidate interaction — from job ads and outreach copy to how you represent us in conversations. • You help optimize recruiting workflows and interview structures to ensure every candidate — regardless of outcome — leaves with a positive impression of ahead.