• Own the 1-to-100 build for nursing recruitment • Optimize recruitment of 1099 Registered Nurses through sourcing, referrals, outbound campaigns, partnerships, social media, and market-specific acquisition strategies • Maintain healthy clinician supply across existing markets while supporting expansion into new geographies • Develop targeted acquisition strategies for newly launched states and underserved regions • Identify bottlenecks and conversion gaps across the recruiting funnel and implement process improvements • Ensure recruiting and onboarding workflows support state licensing, compliance, and partner requirements • Design statewide recruiting strategies in markets where demand patterns are emerging • Build repeatable playbooks for clinician acquisition in new markets • Analyze labor market conditions, nurse density, competition, and geographic coverage to inform expansion strategy • Build and monitor dashboards covering funnel conversion and pipeline health

• Own the 1-to-100 build. This is Float's first dedicated recruiting hire. You are not inheriting a playbook, you're writing it. • Optimize recruitment of 1099 Registered Nurses through sourcing, referrals, outbound campaigns, partnerships, social media, and market-specific acquisition strategies • Maintain healthy clinician supply across existing markets while supporting expansion into new geographies • Develop targeted acquisition strategies for newly launched states and underserved regions, accounting for local market dynamics and demand signals • Identify bottlenecks and conversion gaps across the recruiting funnel and implement process improvements to increase speed, quality, and engagement • Partner cross-functionally to anticipate network demand, activation needs, and supply risks • Ensure recruiting and onboarding workflows support state licensing, compliance, and partner requirements • Evolve recruiting infrastructure, tooling, automation, and processes to support scalable growth • Design statewide recruiting strategies in markets where demand patterns are still emerging • Build repeatable playbooks for clinician acquisition, activation, and engagement in new markets • Analyze labor market conditions, nurse density, competition, and geographic coverage to inform expansion strategy • Identify early indicators of supply gaps and address network coverage risks proactively • Contribute to planning discussions around growth, utilization, contractor engagement, and geographic expansion • Build and monitor dashboards covering funnel conversion, pipeline health, market coverage, sourcing effectiveness, and activation performance • Define and optimize clinician acquisition metrics, including CAC, channel efficiency, and time-to-activation • Monitor engagement (applying to offers), activity (taking visits) and retention metrics to ensure that you’re bringing the right nurses on to the platform. • Analyze recruiting economics to improve conversion while reducing acquisition cost • Develop and refine recruiting investment strategy across sourcing channels, tooling, referrals, and paid acquisition • Partner with leadership to define recruiting budgets and allocate spend based on ROI and network needs • Evaluate recruiting initiatives and make data-driven recommendations on investment tradeoffs • Develop a vision for the Float recruiting experience that has the look, feel, and speed of a modern, best-in-class marketplace product. • Develop a deep understanding of candidate motivations, preferences, and engagement drivers • Partner with clinical interviewers to improve their skills and create a consistent, Float branded interview experience for candidates • Develop and refine clinician assessment frameworks and quality benchmarks • Evaluate internal and external recruiting tools for scalability, cost efficiency, and usability • Identify opportunities to improve pipeline visibility, efficiency, and clinician engagement through better systems • Define requirements for ATS functionality and automation, and consolidating and branding candidate-facing tools • Partner with product to improve recruiting and onboarding technology

• Manage full-cycle recruiting across technical and business roles • Partner with hiring managers to define role requirements and recruiting strategies • Conduct comprehensive recruiter interviews • Build proactive sourcing strategies and candidate pipelines • Deliver a high-quality candidate experience • Use data and insights to improve recruiting effectiveness • Partner with leadership to enhance recruiting processes • Ensure compliance with laws and internal policies

• Define and reinforce a consistent recruiting process that results in a best-in-class candidate and hiring manager experience, including search strategy discussions, interview team preparation and debrief sessions, and the use of behavior-based interviewing skills and assigned competencies. • Build critical cross-functional partnerships with compensation, human resources, finance, and other teams across Resilience. • Develop and implement search strategies, ensuring job requirements and expectations are clearly understood and candidates are assessed against defined criteria. • Make appropriate offer recommendations and execute an effective closing approach. • Monitor competitive intelligence and market trends to design creative and proactive sourcing strategies. • Act as a trusted advisor to hiring teams throughout the recruiting process, ensuring an exceptional and equitable candidate experience from first contact through offer acceptance. • Leverage data and recruiting metrics to inform decisions and continuously improve the talent acquisition function.