• 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

• Develop targeted recruitment strategies to attract qualified Healthcare Professionals (HCPs) nationwide using diverse tools and channels. • Champion the sourcing, screening, and hiring process for HCPs across the US, managing timely inbound and outbound communication. • Consistently achieve performance targets across daily, weekly, monthly, and quarterly metrics. • Build a robust pipeline by actively sourcing and screening HCPs through various methods, including cold calling, leads, social media, and referrals. • Be the dedicated point of contact for assigned HCPs, guiding them through all stages of the placement life cycle from all pre-employment tasks, including resume building and reference checks, assisting with submissions, interviews, compliance, travel, and assignments, and ensuring a smooth onboarding experience through retention. • Assess HCP qualifications by diligently checking licenses, experience, and education against specific requirements. • Clearly explain compensation packages and highlight the personal and professional advantages of a travel career to potential candidates. • Collaborate with internal teams like compliance and payroll to guarantee HCPs meet client standards and receive accurate, timely compensation. • Partner with Sales/Account Management to identify new client opportunities and target specific clinical expertise for future staffing needs. • Actively participate in training, meetings, and events to stay informed and engaged. • Contribute positively to the team spirit and uphold the Triage culture of excellence.

• Client Correspondence: Manage and respond to incoming inquiries, handle communication professionally, exercise judgment on what information and materials to share, and ensure each contact is appropriately progressed. • Scheduling & Coordination: Send relevant decks and materials, arrange meetings and calls, and ensure the team has full context before taking over. • Business Documentation: Review and edit a range of business documents with close attention and a high degree of accuracy, ensuring content is correct, consistent, and appropriate before it moves forward. • Data & Reporting: Maintain spreadsheets, capture data, and compile stats and summaries to keep the team informed and records accurate. • Records & Organization: Keep CRM records, internal platforms, files, and documents organized and current, communicating updates across channels to keep the team informed. • Operational Support: Take on projects and business support tasks as they arise, adapting to shifting priorities and delivering reliably.