• Manage the full end-to-end recruitment process, from job briefing through to offer stage. • Recruit for a wide range of technology and IT-related roles, including software engineering, infrastructure, cybersecurity, cloud, DevOps, data, product, and other technical specialisations. • Create engaging and compelling job advertisements tailored to attract high-quality candidates. • Publish job advertisements across the ATS, job boards, social media platforms, and work-from-home communities. • Proactively source and headhunt top-tier candidates across technical and professional disciplines. • Build and maintain strong talent pipelines for current and future hiring needs. • Screen applications and assess candidates' skills, experience, and suitability for each role. • Review assessment results and determine candidate progression through the recruitment process. • Conduct initial and screening interviews to evaluate technical capability, cultural fit, and role alignment. • Coordinate interviews between candidates and hiring managers. • Prepare shortlisted candidates for client interviews by providing comprehensive briefing sessions. • Conduct professional reference checks before final hiring decisions. • Negotiate salary packages and employment terms where required. • Prepare and send employment offers to successful candidates. • Conduct post-placement check-ins to ensure a smooth onboarding experience. • Maintain accurate candidate records and recruitment pipelines within the ATS. • Ensure all recruitment activities meet quality standards and internal recruitment processes.

• collaborate closely with hiring managers to gain a comprehensive understanding of the company’s hiring needs • manage full-cycle recruitment • conduct and present market research on candidate data • utilize both traditional and advanced talent sourcing techniques • collaborate with team members to create innovative sourcing and recruitment strategies • develop an effective interview and sourcing strategy • partner with hiring managers on candidate slate • keep data integrity top of mind

• Source and engage passive and active talent across channels such as LinkedIn Recruiter, resume databases, talent communities, and referral networks for a wide variety of roles and experience levels across the organization. • Build and maintain robust, healthy candidate pipelines spanning multiple disciplines: technical roles (software engineering, AI/ML, data science, platform, infrastructure, QA), product & design roles (product management, UX/UI design, product operations), business & operations roles (sales, customer success, finance, people operations, business development), and entry-level through executive positions. • Develop role-specific outreach strategies and draft thoughtful candidate communications that reflect MeridianLink's people-first, purpose-driven culture and resonate with candidates across different industries, backgrounds, and career stages. • Partner closely with recruiters and hiring managers to understand target profiles, refine sourcing strategies, calibrate on candidate quality, and maintain momentum in pipeline development. • Monitor sourcing metrics and adjust approach based on what's working, continuously improving quality of candidate submissions. • Schedule high-volume interviews across multiple time zones, hiring teams, departments, and interview stages with precision, professionalism, and responsiveness. • Coordinate all interview types—hiring manager screens, technical interviews, panel interviews, case study sessions, and executive conversations—managing complex scheduling logistics for multiple stakeholders. • Track interview completion and follow-up items to keep recruiting momentum moving forward. • Build and nurture collaborative, productive relationships with external 3rd party recruiting agencies and contingency partners that align with our hiring needs and values. • Maintain comprehensive, meticulously organized candidate records in the ATS with exceptional accuracy and consistency—ensuring all candidate data is complete, current, and easy to reference. • Identify and implement opportunities to improve scheduling workflows, candidate experience quality, recruiting team efficiency, and agency partnership outcomes.

• Utilize various sourcing strategies to identify and attract qualified veterans for automotive technician roles. • Develop and maintain a network of veteran organizations, job fairs, and military transition programs to source top talent. • Establish and nurture relationships with veterans to understand their skills, experiences, and career aspirations. • Collaborate with military transition offices and veteran support organizations to build a strong pipeline of candidates. • Work closely with Lead Recruiter and Program Manager to understand the technical requirements for automotive technician positions. • Coordinate and facilitate the recruitment process, from initial contact through onboarding. • Represent ERS at military career fairs, veteran-focused events, and online platforms to promote our commitment to hiring veterans. • Create and share compelling content that highlights the opportunities for veterans in the automotive industry. • Offer guidance and support to veterans throughout the application and onboarding process. • Collaborate with internal teams to ensure a positive candidate experience.