• Own full-cycle recruiting for key teams within Counterpart Health and Clover Care Services, partnering with senior leadership to design strategic hiring plans and effective job descriptions. • Navigate the build-from-scratch environment of a scaling business unit, developing creative sourcing tactics to engage passive talent in new and existing markets, educating new hiring managers to our process and values, and increasing pipeline diversity. • Be a strategic advisor to hiring managers, helping them understand role scope and business objectives while holding teams accountable to an equitable and rigorous interview process. • Master the data by leveraging our tech stack to identify blockers, build performance dashboards, and provide meaningful solutions for process improvement. • Enhance the Clover talent brand to attract top-tier candidates who are mission-aligned and eager to tackle complex healthcare challenges. • Collaborate across People Operations on large-scale projects, helping to mentor junior team members and evolve our talent strategy.

• Own the end-to-end interview lifecycle for the Talent Acquisition team, managing complex, multi-time zone calendars with speed and precision. • Act as a power user for Greenhouse, ensuring all requisitions, candidate stages, templates, and interview plans are updated, compliant, and optimized for data reporting. • Support the rollout and maintenance of recruiting tools (e.g., BrightHire, LinkedIn Recruiter) and maintain a "Systems Playbook" that documents standard operating procedures to ensure team-wide consistency. • Identify bottlenecks in the hiring funnel and propose operational solutions to improve hiring velocity. • Own the "Pre-Hire to Hire" journey, managing the seamless hand-off from Greenhouse to Workday. This includes ensuring 100% data accuracy for new hire profiles and headcount tracking across both platforms. • Lead the I-9 verification process and conduct regular audits of employee digital files to ensure we are always audit-ready. • Partner with stakeholders in IT, L&D, and Facilities to ensure a flawless "hand-off" from the recruiting stage to the first day of onboarding. • Serve as the first point of contact for employee inquiries, managing Tier 1 People Team tickets with a focus on accuracy and timely resolution. • Oversee the employee referral program, tracking eligibility and coordinating with Payroll to ensure timely and accurate bonus payouts.

• Manage full-cycle recruiting for remote clinical roles (LPN/LVN, RN, CMA/RMA) and select non-clinical positions • Achieve a monthly hiring goal of approximately 20–30 new hires • Source candidates through Indeed, LinkedIn, and other platforms • Conduct high-volume phone interviews and candidate screenings • Coordinate next steps, including AI mock calls and Spanish assessments • Extend offers and move candidates efficiently through the hiring pipeline • Maintain clean and organized ATS documentation • Partner with HR and leadership to ensure smooth onboarding and first-week readiness • Support new hire orientation, documentation, and early engagement touchpoints • Serve as a resource for employee questions during the transition from candidate to team member • Strengthen retention by improving the hiring-to-onboarding experience • Assist with employee relations initiatives, including coaching support and issue escalation • Support HR projects such as engagement efforts, process improvements, and policy communication • Collaborate with managers to maintain a positive remote workplace culture • Reinforce CCS standards of professionalism, accountability, and care coordination excellence

• Execute the full recruitment lifecycle from requisition approval to offer acceptance • Recruit cleared and uncleared talent across engineering, technical, and professional roles • Develop and execute targeted sourcing strategies to attract top talent using advanced techniques (Boolean searches, networking, referrals, and outreach campaigns) • Collaborate with hiring managers to evaluate position criteria, determine candidate requirements, and review advertising and sourcing options • Market roles and programs to generate interest and increase talent awareness • Screen, interview, and evaluate candidates for both technical and cultural fit. Coordinate interviews and feedback with hiring teams; manage the offer process, including compensation discussions and pre-employment activities. • Influence hiring decisions through candidate evaluation, calibration, and market feedback • Partner with hiring teams to drive timely decisions and fill requisitions efficiently • Build and maintain pipelines of cleared professionals (Secret, TS/SCI, Poly) • Utilize tools such as Workday, LinkedIn Recruiter, and CRM platforms to manage candidate pipelines • Ensure compliance with all company policies, employment laws, and OFCCP regulations. Use data and analytics to optimize recruiting strategies and drive continuous improvement. • Contribute to initiatives within talent communities.