• Own the full candidate journey while continuously improving how HTM attracts, engages, and hires exceptional people • Build compelling recruiting campaigns • Write job descriptions that sell opportunities instead of listing responsibilities • Strengthen our employer brand across multiple channels • Create content that showcases our culture • Develop recruiting strategies that consistently generate high-quality applicants • Source passive candidates through LinkedIn and other platforms • Build relationships long before roles become available • Conduct discovery conversations that uncover motivation, not just qualifications • Close exceptional talent • Maintain a high hiring bar while moving quickly • Continuously improve our recruiting systems by building scalable hiring processes, improving interview quality, tracking recruiting metrics, optimizing our ATS, leveraging AI for efficiency.

• Collaborate closely with the Talent Acquisition Partners and hiring team to gain a deep understanding of the job requirements, team dynamics, and ideal candidate profile to ensure the sourcing strategy aligns with the hiring team's needs. • Use a variety of sourcing methods and platforms, including LinkedIn, job boards, technical forums, social media and other networks, to proactively identify and engage qualified candidates. • Develop and maintain a robust pipeline of passive candidates for current and future hiring needs. • Reach out to passive candidates through personalized and compelling communication. • Work closely with the TA Partners and hiring team to offer insights to enhance candidate selection and streamline processes. • Maintain accurate and up-to-date records within the applicant tracking system. • Identify and attend job fairs that enhance UT Health San Antonio's recruitment brand.

• Assist with job postings end-to-end, including creating and posting roles, monitoring posting performance, and closing postings at the right time in coordination with the League Operations team. • Support League Coordinators with posting troubleshooting, candidate flow administration, interview scheduling, and collecting interview feedback. • Assist with creating and sending offer letters using established templates and processes. • Initiate and track background checks, follow up on missing items, and maintain clear status notes with guidance from the People Ops team. • Process onboarding packet requirements and ensure completeness and timely submission. • Support I-9 verification workflows and coordinate completion and review steps per internal process. • Track new hire training completion in Rippling and follow up on gaps. • Maintain accurate employee files and documentation standards for seasonal staff. • Process rehires, pay rate changes, and supervisor or league assignment changes. • Assist seasonal employees with Rippling updates and troubleshooting, including personal information updates, bank account changes, mobile app assistance, etc. • Support seasonal offboarding, including termination processing and communications aligned to team guidelines. • Conduct phone screens for Game Day Representatives and support pipeline nurturing to maintain an active bench of candidates during peak season. • Provide phone screening support for Foundation roles beyond Game Day Representatives. • Support 1099 officials processing, including agreement routing and background check. • Assist with creating training materials.

• Pipeline füllen – proaktiv, nicht abwartend. • Du sourcest aktiv, gehst raus, jagst starke Profile und wartest nicht, bis sich jemand bewirbt. • Qualität vor Volumen im Funnel. • Du entwickelst ein sicheres Händchen für das richtige SDR-Profil, sodass in unseren Auswahl-Calls nur Kandidat:innen landen, die wirklich passen. • Zahlen im Griff. • Du baust ein sauberes Tracking über den gesamten Funnel (Sourcing → Interview → Hire), erkennst Engpässe selbst und steuerst datenbasiert gegen. • Prozesse besser machen. • Du hinterfragst bestehende Abläufe und Tools (inkl. AI-gestützter Screening-Schritte), statt sie als gegeben hinzunehmen – und bringst eigene Ideen ein. • Employer Branding & Kanäle. • Du entwickelst unsere Anzeigen, Kanäle (Join, LinkedIn & Co.) und Candidate Experience weiter. • End-to-End-Recruiting für SDRs: von der Ansprache über Screening bis zum Vertragsabschluss. • Aktives Sourcing über LinkedIn, Job-Plattformen, Active Sourcing und den Aufbau eigener Kanäle. • Aufbau und Pflege eines aussagekräftigen Recruiting-Dashboards & Reportings (Conversion-Rates, Time-to-Hire, Kanal-Performance). • Eigenverantwortliches Alert-System: Du schlägst Alarm, bevor die Pipeline leerläuft. • Kontinuierliche Optimierung von Prozess, Interview-Setup und Tooling. • Enge Zusammenarbeit mit Geschäftsführung und Sales-Lead bei Bedarfsplanung und Konditionen.