• Define and continuously evolve Rho’s patient recruitment strategy framework, standards, tools, and decision-making models used across all clinical programs. Works closely with the Feasibility leadership on developing long-term capability roadmap, • Leverage sponsor-provided materials, develop trial-, country-, and site-level recruitment strategies based on protocol design, feasibility strategy, targeted patient population, competitive landscape, and operational considerations • Translate feasibility insights into actionable recruitment plans, including tactical mix recommendations (digital, community-based, site support, etc.) • Serve as the strategic recruitment lead on select trials during study start-up and enrollment, advising on risk mitigation and optimization opportunities as well as driving strategic pivots when necessary • Ensure recruitment strategies are data-driven, scalable, and aligned with Rho’s operational structure • Advise Rho’s Clinical Management team on site- and study-level recruitment plans, equipping the members of this team with the necessary insights and site-level messaging to facilitate plan execution • Develop tailored recruitment approaches that align with Rho’s Core 4 therapeutic areas: neuroscience (psychiatry and neurology), respiratory, pain (acute and chronic), and immunology (inclusive of dermatology) • Partner with Business Development, Feasibility and Clinical Management teams to support RFPs and proposal development, including: • Compose recruitment approach narratives in Rho proposals • Augment and complement feasibility benchmarking, integrating the impact of recruitment strategy into enrollment assumptions and timelines • Advise on securing vendor bids, align recruitment strategies with vendor representatives, and provide cost considerations on recruitment services • Contribute to sponsor-facing discussions by articulating clear, defensible recruitment strategies grounded in evidence and experience • Support bid defense meetings as a subject matter expert in patient recruitment strategy, as necessary • Lead and support vendor prioritization, selection, and onboarding for external recruitment services (e.g., digital campaigns, physical materials, outreach vendors, site-level recruitment tools and technology) • Define vendor performance expectations, success metrics, and governance models in collaboration with study teams • Monitor vendor performance using recruitment KPIs and analytics, escalating risks and recommending corrective actions as needed • Act as a strategic liaison between internal teams and external vendors to ensure alignment with study goals and recruitment budgets • Create and maintain a library of vendor experience and performance profiles based upon Rho studies and core therapeutic areas • Oversee and interpret recruitment data and performance analytics, including enrollment trends and site-level indicators • Leverage historical and real-time recruitment data, working with Rho study teams and sponsors to: • Optimize initially scoped study recruitment strategy • Identify enrollment risks • Provide recommendations for pivots in recruitment strategy to optimize recruitment spend • Inform future feasibility and proposal strategies • Translate complex data into actionable insights and recommendations for internal stakeholders and sponsors • Act as the recruitment subject matter expert for any required systems and technology integrations to optimally leverage recruitment metrics • Lead cross-functional alignment on recruitment strategy direction, partnering closely with Feasibility, Study Start-Up, Clinical Operations, and Project Management teams to ensure cohesive recruitment planning • Drive the development of standardized recruitment frameworks, tools, procedural documents and best practices for this new unit • Serve as an internal thought leader on patient recruitment innovation, trends, and emerging methodologies • Act as a trusted strategic advisor to sponsors, providing clear guidance on recruitment feasibility, risks, and trade-offs as it relates to tiered approaches of recruitment spend • Act as the primary escalation point and strategic advisor for complex, high-risk recruitment challenges across the organization. • Ensure alignment between recruitment strategy, business development, and operational execution at an organizational level

• Own full-cycle recruiting for AE roles — sourcing, outreach, screens, offer, close. • Source candidates directly and manage a funnel of external agency partners in parallel. • Vet, onboard, and manage agency relationships: scorecards, feedback turnaround, fee negotiation, cutting underperformers. • Build and refine the AE interview loop, scorecards, and candidate collateral. • Partner with sales leadership on comp strategy and close negotiations. • Keep Ashby data clean — pipeline health, pass-through rates, source mix (direct vs. agency).

• Lead end-to-end recruitment processes for technology positions; • Work closely with leadership to understand area needs and define ideal candidate profiles; • Create the job profile description requested by the hiring manager; • Proactively source candidates on platforms such as Gupy and LinkedIn Recruiter, identifying potential matches; • Conduct screening, interviews, and technical assessments, collaborating with managers to identify top candidates; • Conduct interviews to assess cultural and values alignment in addition to role-specific requirements; • Follow up on all stages of the recruitment process; • Prepare candidate evaluations and profile analyses; • Provide structured feedback to candidates, both successful and unsuccessful; • Conduct negotiations with candidates; • Ensure the best possible candidate experience throughout their journey; • Participate in onboarding and support the adaptation of new hires, proposing improvements for day-to-day work.

• Managing full-cycle recruitment for executive, leadership, technical, and specialized roles — from intake through offer, owning every step • Leading intake calls with clients — understanding their business, pushing back when a brief isn't clear enough to hire well against, and providing strategic hiring recommendations when needed • Proactively sourcing and headhunting candidates through LinkedIn, job boards, networks, and AI-powered tools — not waiting for applications • Conducting structured interviews that assess mindset, ownership, communication, and cultural fit — not just credentials • Presenting candidates with clear, honest hiring recommendations so clients make better decisions faster • Writing and posting culture-fit job descriptions across all platforms that attract the right candidates and filter out the wrong ones • Supporting HR operations — onboarding, contractor documentation, records management, and internal policy compliance • Tracking recruitment metrics and pipeline health — surfacing what's working and what needs to change • Building and improving recruitment SOPs, interview guides, scorecards, and onboarding checklists • Using AI tools to accelerate sourcing, screening, and communication without cutting corners on quality