• Sourcing. Source and attract candidates through various channels, including job boards, social media, and networking events. • Screening. Screen resumes and applications to identify qualified candidates. • Interviewing: Conduct interviews to assess candidates' qualifications, experience, and cultural fit. • Advertising. Assist in creating and posting job advertisements. • Database Management and Analysis. Maintain candidate databases and track recruitment metrics. • Candidate Experience. Provide a positive candidate experience throughout the hiring process. • Collaboration. Collaborate with HR and hiring managers to understand staffing needs and job requirements. • Talent Scouting. Scout talent on various hiring platforms such as Indeed, UpWork, Behance, and LinkedIn. • Trend Monitoring. Stay updated on industry trends, market conditions, and best practices in recruitment and talent acquisition. • ATS Utilization. Utilize an applicant tracking system (ATS) to streamline processes and maintain accurate candidate records.

Role Description INFUSE is looking for an IT Recruiter with a strong focus on high-quality, relevant shortlists and a proactive approach to candidate engagement. - Own end-to-end recruitment for non-technical and technical roles. - Deliver highly relevant candidate pipelines, not volume-based hiring - focus on quality, fit, and speed. - Manage the hiring flow in our ATS: maintain clean data, track stages, ensure timely follow-ups and status updates. - Partner with hiring managers: clarify requirements, calibrate profiles, provide market insights, and adjust strategy quickly. - Improve operational metrics: response rate, time-to-hire, and overall candidate experience. Qualifications - 3+ years of IT recruitment experience, with proven success hiring in IT or Marketing companies. - Experience with product IT companies is a plus. - Ability to collaborate with the team aligned with US business hours (EST). - Understanding of SDLC and general technical concepts to be on the same page with the candidates and the hiring team. - Strong sourcing expertise: ability to develop and iterate search strategies and reach hard-to-find candidates. - Proactive, ownership mindset: driven to deliver the most relevant candidates and keep momentum in the pipeline. - Excellent time management and database hygiene; confident working with an ATS and structured hiring processes. - Fluent English (most candidates are English-speaking). Benefits - Interesting roles with meaningful impact. - Open, responsive hiring teams and fast collaboration. - Flexible schedule (part-time is possible). - Fully remote work format. - Performance-based bonuses depending on hiring efficiency/results. - Opportunity to influence and improve the hiring process (tools, sourcing approach, workflow, candidate experience).

Role Description Hireframe's Recruiting Manager is the person our recruiting team leans on to get better — not just get through reqs. This role sits at the intersection of people leadership and recruiting craft: developing our recruiters' judgment, setting the strategy when requirements get hard, and relentlessly raising the bar on candidate quality so we can close reqs faster and deliver more value to our clients. You'll manage a small, high-performing team, report directly to the Head of Service Delivery, and have real influence over how the recruiting function operates and grows. This isn't a dashboard-management role or a top-of-funnel coordination seat. It's a player-coach position for someone who has done this work before, built real instincts across multiple role types and markets, and is ready to put those instincts to work developing the people around them. Duties and Responsibilities - Lead strategy-first req kickoffs — before sourcing starts, identify the #1 challenge: supply/demand issue or needle in a haystack? Set the approach accordingly. - Develop recruiters' critical thinking and problem-solving skills — build their judgment, not just their output. - Own quality and consistency across all open reqs — not running every search, but knowing exactly where each one stands. - Set the bar on what a strong candidate slate looks like before it goes to a client. - Be the go-to resource when a recruiter hits a wall on a hard req — someone who's seen enough to know the right move fast. - Foresee bottlenecks before they slow the team down and develop solutions proactively. - Bridge the gap between what's available in-market and what clients are asking for — push back when a brief isn't realistic. - Keep the team proactive: build pipelines ahead of demand, flag when a role is being sourced wrong, surface low-hanging fruit the team isn't seeing. - Drive candidate database discipline — turn LinkedIn outreach and connections into actual pipeline, not individual inbox history. - Run team rhythms: 1:1s, pipeline reviews, req kickoffs, capacity check-ins. - Set the tone for how recruiting communicates cross-departmentally, especially with Account Management. - Identify gaps in Hireframe's recruiting operations and build new best practices. - Find new sourcing channels; think about applicant marketing — how we attract candidates, not just how we screen them. - Roll up your sleeves when needed: interview candidates, review recordings, create assessments. Qualifications - Proven experience managing or mentoring recruiters directly — performance tied to the success of hires, not just placements made. - Meaningful headhunting / evaluative recruiting experience — not just top-of-funnel sourcing; you've owned the full funnel and made hiring recommendations, not just candidate lists. - Breadth of recruiting experience across role types (ops, admin, finance, marketing, CS, tech support, EA, etc.) — not siloed to one function. - Deep familiarity with international candidate markets: talent pools, salary and rate benchmarks, what strong looks like at entry, mid, and senior levels — no Googling required. - Experience recruiting for remote or distributed teams placing candidates with US-based clients. Benefits - Permanent remote work flexibility. - Paid Time Off. - Health Maintenance Organization (HMO) coverage. - Annual performance bonuses. - Dedicated coaches offer an extra channel of support and skill-building. - Opportunities for professional growth. Company Description At Hireframe, we cultivate a supportive environment that fosters professional development and success, ensuring our team members thrive in their careers.

Role Description Under the direction of the Director of Talent Acquisition, the Talent Acquisition Specialist is a critical brand ambassador for PPGNHAIK’s mission and will support our mission by managing the end-to-end recruitment process for clinical and non-clinical roles across PPGNHAIK. This position partners with the Director of Talent Acquisition, hiring managers, and HRE team members to attract, screen, hire and onboard qualified talent to support PPGNHAIK’s mission of providing high-quality, compassionate reproductive healthcare and education. The Talent Acquisition Specialist delivers positive candidate and hiring manager experience, ensures the recruitment process follows PPGNHAIK’s organizational policies and state/federal regulations, and supports PPGNHAIK’s commitment to cultivate and promote a culture that champions dignity, care, and respect. Key Responsibilities - Full Cycle Recruitment - Managing the entire recruitment process from requisition intake through the offer acceptance and onboarding handoff. - Conducting intake meetings with hiring managers to understand position requirements, competencies required, and hiring timeline. - Collaborate with hiring manager to develop and/or revise job description; post position on internal and external platforms in alignment with PPGNHAIK brand strategy and applicable laws and regulations. - Sourcing and attracting qualified candidates utilizing social media, community partnerships, passive outreach, job boards, employee referrals, and talent pipelines. - Screening resumes and applications for minimum qualifications and preferred qualifications and conducting initial phone screening interviews in accordance with PPGNHAIK hiring process. - Coordinating interviews with hiring managers; reviewing and preparing interview guidelines and evaluation tools needed, in collaboration with hiring managers. - Facilitating the offer process, including compensation recommendations in partnership with the Human Resource Business Partner and Director of Talent Acquisition. - Managing the pre-employment screening process, including reference checks, criminal background checks, credential verification, and compliance and regulatory organizational requirements. - Ensuring smooth candidate experience and transition into orientation process. - Hiring Manager Partnership - Serving as a recruitment advisor to hiring managers, providing guidance on interviewing, selection, best practices and candidate management. - Ensuring consistent communication with hiring managers regarding search progress, candidate pipelines, and candidate management. - Partnering with the Director of Talent Acquisition to identify recruitment trends, workforce planning needs, and areas for recruitment process improvements. - Recruitment Compliance & Documentation - Ensuring all of the organization’s hiring practices comply with organizational policies, EEO, ADA, OFCCP, state and local labor laws and PPGNHAIK’s mission-driven standards. - Maintaining accurate recruitment data in the ATS and meeting all documentation and audit requirements. - Following all confidentiality standards related to employee data, candidate information, and patient-care regulations. - Employer Branding & Candidate Experience - Representing PPGNHAIK’s mission, values and culture in all recruitment interactions. - Supporting recruitment marketing initiatives, including digital outreach. - Ensuring candidates have a positive, timely, and informative experience at all recruitment stages. - Talent Acquisition Strategy Support - Identify opportunities for pipeline development, especially for hard to fill roles. - Providing feedback and data to support TA strategies, hiring forecasts and workforce planning. - Assisting in developing standardized recruitment tools, templates, and interview practices. Qualifications - Minimum of 4 years of full cycle recruiting experience, preferably in healthcare or mission-driven settings. - Experience sourcing and interviewing candidates across multiple job families. - Strong understanding of hiring compliance and best practices. - Ability to manage multiple requisitions with competing priorities in a fast-paced environment. - Commitment to PPGNHAIK’s mission, values, inclusivity, and patient-centered care. Preferred Qualifications - Experience recruiting in multi-state or unionized environments. - Knowledge of reproductive care roles and competencies. - Experience with ATS platforms (Dayforce, or similar). Salary Range - Washington: $32.25 - $53.75 - Alaska: $30.64 - $51.08 - Hawaii: $29.02 - $48.37 - Idaho/Indiana/Kentucky: $27.41 - $45.68 - *Actual starting pay will be determined based on factors including, but not limited to, relevant experience, education, internal equity, geographic location, and the budgeted hiring range established for the position. Position Type - Remote position within our 6 states. - Full-time - non-exempt. Benefits - This position is eligible for PPGNHAIK benefits. - Comprehensive benefits plan including medical, dental and vision plans, retirement, paid time off, short and long-term disability and life insurance. - For additional information about our benefits program, please send an email to hre.contacts@ppgnhaik.org. Other Information - All new hires are strongly recommended to have the COVID-19 vaccination, including boosters. - All new hires hired between September and April must present proof of receiving a current flu shot. Our Commitment to Diversity At PPGNHAIK, we’ve outlined our priorities and goals as we continue to cultivate and promote a diverse, equitable, & inclusive culture that champions dignity, care, and respect, and where employees feel welcomed and motivated to do their best. These priorities reflect our promise to support programs and initiatives that promote continuous learning and organizational development and discussions on DEI topics; provide internal developmental opportunities; and assess what more we can do to nurture a supportive and equitable work environment. Equal Employment Opportunity PPGNHAIK is an Equal Opportunity Employer. Equal Opportunity will be provided to all employees and applicants for employment on the basis of their ability and competence without unlawful discrimination on the basis of their race, color, ethnicity, national origin, gender, gender identity, gender expression, sexual orientation, religion, protected veteran status, marital status, age, disability, or any other status protected by applicable state or federal law.