Role Description You're not just filling seats. You're protecting the standard every hire either raises or lowers. This is not a transactional recruiting role. We're looking for an Executive Recruiter who operates as both a strategic hiring partner and trusted advisor — to clients, to leadership, and to the candidates moving through the process. You'll manage full-cycle recruitment for executive, leadership, technical, and specialized roles while supporting the HR operations that keep the internal team running well. You'll work directly with clients to understand their business and what a great hire looks like — then go build it. The judgment calls you make directly shape the teams clients trust us to build. We need someone who takes that seriously. The Mindset We're Looking For - They protect the bar. When a candidate is almost right, they don't talk themselves into a yes — they know a weak hire is never the safe option, just a delayed and more expensive problem. - They're honest even when it costs them. If a role brief is unclear, they push back. If a candidate isn't the right fit, they say so — directly, kindly, and early. - They're genuinely curious. They don't run the same interview script for every role — they study the business, ask questions other recruiters miss, and keep getting sharper at reading people over time. - They build systems, not just pipelines. Every hiring cycle produces something better than the last — tighter screening, cleaner processes, sharper evaluation criteria. Who Thrives Here - People who care deeply about quality — in who they hire, in how they advise clients, and in how they work. - You find satisfaction in identifying the right person. - You take it personally when a weak candidate slips through. - You're organized, direct, and comfortable making judgment calls without needing consensus. - We're a growing MSP — not every process is built yet. For the right person, that's the opportunity to build the systems that scale with the business, not just manage what already exists. What You'll Do - 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. Qualifications - Excellent conversational English — clear, natural, and easy to listen to; clients and candidates always feel heard. - Strong full-cycle recruitment experience — executive, technical, and specialized roles across multiple clients or industries. - Proven client communication and stakeholder management skills — you run intake calls, push back on vague briefs, and advise with confidence. - Sharp interviewing and candidate assessment ability — you probe for specifics and can tell the difference between someone who sounds good and someone who actually is. - Active, confident use of AI tools (Claude, ChatGPT, LinkedIn Recruiter, or equivalent) — daily use, not occasional. - Strong proactive sourcing and headhunting skills — you build pipelines, you don't wait for them. - Proficiency in ATS platforms and HR tools (Workable, ClickUp, or equivalent). - High integrity and sound judgment — honest calls, confidential information handled without exceptions. - Self-directed once you understand the environment — but asks the right questions early. Nice to Have - Experience in executive search, agency recruitment, or outsourcing environments. - Background in MSP, IT services, or operations-heavy environments. Benefits - Permanent Work from Home. - Competitive Salary. - HMO. - Mental health programs. - Maternity Assistance thru HMO. - Paid Vacation Leave. - Technology Allowance. - Internet Allowance. - Weekly Payout. - Career growth and advancement.

Role Description The Senior Associate, Talent Acquisition Partner II leads campus recruiting and early career hiring initiatives to attract newly graduated clinicians for the Home Health and Hospice practice. This role develops partnerships with colleges and universities, represents BAYADA Home Health Care at career fairs and networking events, and builds strong pipelines of emerging healthcare talent to increase brand awareness and support hiring needs. - Collaborate on diverse sourcing and recruitment strategies. - Build relationships to become a trusted advisor. - Provide a best-in-class candidate experience. - Leverage critical thinking and influencing skills. - Promote Diversity, Equity, and Inclusion through the talent selection process. - Utilize market tools and data to meet hiring needs. Qualifications - Exemplifies characteristics of The BAYADA Way: compassion, excellence, and reliability. - Four (4) year college degree combined with a minimum of five (5) years of professional Talent Acquisition experience OR proven relatable experience. - Experience with targeting sourcing techniques and platforms including, but not limited to LinkedIn, Indeed, Zip Recruiter, etc. - Commitment to delivering a diversity recruitment strategy. - Demonstrated success in partnering with customers to develop and execute Talent Acquisition strategies in varied regional markets. - Comprehensive behavioral-based interviewing and candidate assessment skills. - Experience in building relationships and advising/consulting with and influencing managers regarding diversity, candidate selection, and market demographics. - Strong communication and organizational skills combined with attention to detail. - Experience with cross-functional internal partnerships to create excellent candidate experiences. - Proven innovator with experience using creative sourcing strategies. - Solid computer skills and familiarity leveraging Social Media to recruit top talent. Requirements - Demonstrate and communicate the core values of BAYADA and The BAYADA Way. - Develop working knowledge of BAYADA’s mission, services, people, organization, policies, and procedures. - Build successful position profiles and clarify required job skills. - Find and attract a diverse slate of candidates. - Utilize the office Talent Selection process effectively with all openings. - Persuasive and confident in communicating advantages of BAYADA to candidates. - Motivated to succeed when faced with adversity. - Management of full cycle recruiting including sourcing, interviewing, and selection review. - Leverage organizational strategy and labor market knowledge to find top talent. - Develop and execute a talent acquisition strategy for assigned business partners. - Build and maintain a strong internal network with key stakeholders. - Serve as a thought leader and innovator in the talent acquisition industry. - Source, engage, and close passive candidates using diverse methods. - Provide consultative guidance to hiring teams on process improvement. - Champion BAYADA’s commitment to the candidate experience and Diversity, Equity, and Inclusion. - Demonstrate solid performance or exceed performance standards in key job dimensions. - Perform related duties as required or requested by supervisor. Benefits - Base Salary: $70,000 - $75,000 / year depending on qualifications. - Bonus Opportunity. - Comprehensive benefits plan including: - Paid holidays, vacation, and sick leave. - Vision, dental, and medical health plans. - Employer paid life insurance. - 401k with company match. - Direct deposit and employee assistance program.

Role Description We're looking for a Sourcing & Recruitment Coordinator to own the top of our hiring funnel and keep every candidate moving. You'll be the first point of contact for everyone who applies to Wingz, and the engine behind our passive talent pipeline. This role combines two crafts — sourcing and coordination — into one, so you'll never be bored, and you'll see your fingerprints on every hire the team makes. What You'll do - Sourcing (your core craft) - Headhunt passive talent for all open roles across the Philippines, Latin America, and soon the US — with a focus on operations and software engineering positions. - Build and maintain talent pipelines on LinkedIn and other channels so roles open with candidates already waiting. - Screen resumes and identify the profiles worth our TA Specialists' interview hours. - Coordination (your daily rhythm) - Be the first point of contact for every candidate — manage the candidate email inbox from application through onboarding, so no one is ever left waiting or wondering. - Send initial requirements (video introductions, assessments where applicable) and follow up until complete. - Move candidates through hiring stages in Workable, keeping the pipeline accurate and current every day. - Coordinate interview schedules between candidates, TA Specialists, Operations Leads, and Wingz Executives. - Support offer and onboarding coordination with the Global Talent Acquisition Manager until each hire is fully landed. Qualifications - 2+ years of solid sourcing experience for operations and engineering roles — this is required. - Hands-on experience sourcing technical talent (software engineers) — you understand tech stacks well enough to tell a strong profile from a keyword match. - Experience with an ATS (Workable a plus) and disciplined pipeline hygiene. - Excellent written English — your emails are the candidate's first impression of Wingz. - Organized, responsive, and self-directed. You can run sourcing blocks and a busy inbox in the same day without dropping either. - Comfortable working US hours, with flexibility across regions and time zones. - Bonus: experience sourcing in Latin America or US markets; experience supporting multiple recruiters. Requirements - Employment Set-up: Remote (Independent Contractor) - Employment Type: Full-Time / Long Term - Salary Rate: USD 1,000/ Month - Benefit: 10 PTO and HMO after the probationary period - Pay-out Frequency: Semi-monthly - Equipment: Self-Provide

• Headhunt passive talent for all open roles across the Philippines, Latin America, and soon the US — with a focus on operations and software engineering positions. • Build and maintain talent pipelines on LinkedIn and other channels so roles open with candidates already waiting. • Screen resumes and identify the profiles worth our TA Specialists' interview hours. • Be the first point of contact for every candidate — manage the candidate email inbox from application through onboarding, so no one is ever left waiting or wondering. • Send initial requirements (video introductions, assessments where applicable) and follow up until complete. • Move candidates through hiring stages in Workable, keeping the pipeline accurate and current every day. • Coordinate interview schedules between candidates, TA Specialists, Operations Leads, and Wingz Executives. • Support offer and onboarding coordination with the Global Talent Acquisition Manager until each hire is fully landed.