• Review inbound applications across all open requisitions and identify candidates worth advancing, applying sound judgment. • Use Gem and other relevant sourcing/recruiting tools to improve overall recruiting efficiency. • Conduct recruiter phone screens to assess candidate qualifications for a wide range of role types. • Partner with recruiters to understand role requirements and independently execute searches against requirements. • Support both technical and non-technical searches as needed, adapting evaluation criteria to the role and demonstrating curiosity about new role types.

• Partner with regional and district leaders to identify and recruit qualified candidates for exclusive insurance and financial services agent opportunities. • Develop and execute sourcing strategies using Greenhouse, LinkedIn Recruiter, Appcast, Wall Street Jobs, referrals, and other recruiting platforms. • Maintain a high level of recruiting activity, generating a minimum of 25 qualified candidate conversations per week and advancing 7–8 candidates weekly to Field Leader interviews. • Conduct candidate outreach, screening, and qualification to assess alignment with Horace Mann's agent opportunity. • Manage the full recruitment lifecycle from sourcing and screening through offer acceptance and appointment. • Meet annual hiring goals, including the appointment of a minimum of 40 agents per year. • Partner closely with field leaders throughout the interview and selection process to ensure a positive candidate experience and timely hiring decisions. • Serve as the primary point of contact for candidates throughout the recruiting process, maintaining consistent communication and follow-up. • Maintain accurate candidate records and recruiting activity within Greenhouse and other recruiting systems. • Track and report recruiting activity, candidate pipeline metrics, interview conversions, and hiring results on a regular basis. • Analyze recruiting data and sourcing effectiveness to identify opportunities for process improvement and increased hiring success. • Collaborate with recruiting leadership, HR, and field management to support hiring goals and ensure compliance with company policies and recruiting practices.

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.