• Conduct candidate screening calls to assess qualifications, motivation, and fit against job requirements. • Schedule interviews and help coordinate interview panels across candidates, hiring managers, and team members. • Capture and clarify role requirements for open positions. • Assist with formatting and maintaining job description templates and other recruiting documents. • Source and screen resumes, looking for strong candidate fit before calls are scheduled. • Maintain spreadsheet trackers for candidate pipelines and recruiting metrics. • Support day-to-day administrative work for the Talent Acquisition team. • Draft clear, professional candidate communications. • Stay in close contact with candidates throughout the hiring process.

Role Description Our client is seeking a Talent Acquisition Business Partner-II to support full-cycle recruiting activities for a technology-focused organization. This role partners closely with hiring managers and business leaders to identify, attract, and hire qualified talent across technical and non-technical functions. All candidates under consideration must be located within commuting distance of Clearfield, Utah. Location: Remote (Clearfield, UT) Duration: One-year Schedule: 40 hours per week, occasional on-site support for local events is required. Key Responsibilities - Lead full-cycle recruiting activities through the offer stage, including sourcing, screening, interview coordination, candidate selection, and offer support. - Serve as a primary recruiting partner and advisor to hiring managers. - Conduct recruiting strategy discussions to align on position requirements and hiring timelines. - Provide talent market insights and guidance to hiring teams. - Track and report on recruiting metrics as needed. - Build and maintain candidate pipelines through sourcing and networking efforts. - Evaluate candidates against job requirements and organizational standards. - Maintain accurate candidate and requisition data in the applicant tracking system. - Partner with internal stakeholders to support a positive candidate experience. Qualifications - Bachelor's degree and at least 2 years of talent acquisition experience; OR at least 6 years of talent acquisition experience in lieu of a degree. - Experience recruiting technical talent across engineering disciplines such as Systems, Software, Mechanical, Electrical, or Aerospace Engineering, and/or non-technical disciplines including business, operations, production, or supply chain. - Experience using applicant tracking systems such as Workday Recruiting, Eightfold, or similar platforms. Preferred Qualifications - Currently located within commuting distance of Clearfield, Utah, and intending to remain in the area. - Ability to use recruiting data and talent market information to support hiring decisions. - Knowledge of current recruiting practices and trends. - Strong written and verbal communication skills. - Ability to work effectively in a dynamic and collaborative environment. Additional Requirements - Must be authorized to work in the United States for any employer. - Must be able to complete any required pre-employment screening. - Must be able to satisfy all security clearance requirements associated with the position. - Must meet all eligibility requirements necessary to perform the duties of the role. Company Description AdNet/AccountNet, Inc. is an 8(a), WOSB, and WBE owned management consulting firm founded in 1990. We blend the best in people with the ongoing demands of the workplace by providing high quality staffing and executive search services.

• Leadership and Development: Lead, mentor and develop the Tech Recruiting team, ensuring high performance, engagement, and the dissemination of best practices. • Strategic Partnership: Work closely with leadership to understand capacity planning and translate business goals into robust hiring strategies. • Data and Metrics Vision: Monitor, analyze, and present TA metrics, using data to make strategic decisions and optimize processes. • Attraction Strategy: Develop advanced sourcing strategies, partnerships, and Employer Branding initiatives specifically targeted at the tech community. • Optimization and Technology: Evaluate, implement, and optimize the TA tool stack (ATS, technical assessment platforms, AI and automation tools), ensuring efficiency and scalability. • Candidate Experience: Ensure the end-to-end recruitment process delivers an outstanding, agile, transparent, and human experience for all candidates.

• 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