• Own full-cycle recruiting for licensed clinicians (Therapists, LCSWs, LMHCs, Psychologists, PMHNPs, and other psychiatric providers as needed) • Proactively source candidates using LinkedIn Recruiter, Indeed and other tools, with a strong focus on outbound pipeline building • Conduct candidate screens focused on clinical fit, licensure, availability, and alignment with Mood’s care model • Partner closely with clinical and recruiting leadership to align on hiring needs, profiles, and interview feedback • Manage and move candidates through the process quickly while maintaining a high-touch candidate experience • Track pipeline health and recruiting performance metrics (volume, conversion rates, time-to-fill, offer acceptance) • Support process improvement initiatives related to outreach, screening, interview structure, and ATS workflow • Ensure hiring practices align with licensure, compliance, and quality standards across states

Role Description Sound Associate Clinical Recruiters are part of Sound’s Clinical Recruitment Department and are aligned Regionally and/or by Service Line to source and assist recruiting clinicians across the nation to Sound practices. The Associate Clinical Recruiter will source and screen candidates, generating leads, passing leads, and offering contracts and closing clinicians for key Sound sites and needs. Further, the Associate Clinical Recruiters role will be to help strengthen Sound’s programs by sourcing and recruiting PRN and 1099 clinicians who provide staffing support and “bench strength” to Sound programs and clinical rosters. The Associate Clinical Recruiter should consider their role as a recruiter role with opportunity to gain experience through mentorship and direction provided by more experienced recruiters and Directors in the Clinical Recruitment Department. The Details: - This is a remote role that requires the ability to travel up to 15% of the time. - Candidates located in or able to work hours aligned with the Central or Eastern Time Zones are preferred. Essential Duties and Responsibilities - Partnering with recruiters as well as on-site provider liaisons at client hospitals. - Effectively closing candidates by addressing pain points brought forth in contract negotiations. - Exhibiting a comprehensive understanding of physician practice issues. - Appropriately documenting all activity in the contact management system (Salesforce). - Using sourcing and screening skills to generate perm FT or PT candidate lead shares for client hospitals and sites. - Using sourcing and screening skills to generate and recruit PRN and 1099 clinicians for client hospitals and sites. - Responding to lead shares and referrals in a timely manner. - Building relationships and interfacing effectively with the regional leadership team, regional recruiting leadership, and recruiters through regular status updates and by seeking appropriate guidance throughout the recruiting process. - Developing a collaborative relationship with the clinical sourcing specialist (at times that will include some training and development). - Having an understanding of market pressures and accumulating intelligence through their networks. - Assisting in the production of compelling compensation surveys and analyses for consideration by business development and regional leadership. - Generating on-demand reports related to recruitment activity and sourcing campaigns. - Effectively managing projects and strategizing accordingly. - Ability to coordinate and support in the coordination of all specifics related to an on-site interview including itinerary preparation, travel and real estate tours. Values - Self-Motivation: Proactively jumps in to start a task or project with limited direction; asks to take on more responsibility and what is next. - Teamwork: Proactively seek to work with others to accomplish a common goal. Willingness to share challenges and successes with others. - Likes people: Genuinely enjoys engaging with and helping others; feels a sense of accomplishment through helping and working with other people. - Patience: Demonstrates the ability to take a deep breath and stay calm, even when frustrated or stressed; sets the standard for others to follow. - Resourcefulness: Demonstrates proactive willingness to utilize available information and tools to figure things out. - Customer-focus: Puts the customer's (internal and external) needs first and makes customers their top priority. - Intellectual Curiosity: Demonstrates a genuine interest in learning new things and wants to know the reason “why” behind the way things are done. - Strategic Thinking: Demonstrates the ability to look at the big picture and proactively develop a plan of action. - Collaboration: Demonstrates the ability to work well with others to accomplish a goal and get the work done; takes opinions of others into consideration; includes others in the decision-making process. - Adaptability: Demonstrates flexibility and a willingness to change as circumstances evolve. Education and Experience - No less than 1 year experience in recruiting and sourcing or equivalent sales/healthcare experience preferably in healthcare or clinical field. - Must possess a solid track record of sourcing viable candidates for positions. - Must demonstrate ability to foster and maintain mutually respectful clinician relationships. - Display a level of sophistication that allows easy interaction with both existing and potential Sound Physicians’ clinical colleagues as well as Sound Physicians’ employees and clients. Salary Range The total earning potential, inclusive of incentives is between $80,000 to $100,000. The starting salary will be based on candidate experience, and geographical location. Company Description Sound Physicians is an Equal Employment Opportunity (EEO) employer and is committed to diversity, equity, and inclusion at the bedside and in our workforce. Qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, gender identity, sexual orientation, age, marital status, veteran status, disability status, or any other characteristic protected by federal, state, or local laws. This job description reflects the present requirements of the position. As duties and responsibilities change and develop, the job description will be reviewed and subject to amendment.

Role Description As a Principal Recruiter, you’ll play a pivotal role in building world-class technical and product teams for some of the fastest-growing tech companies. - Embedded directly within a client, leading and accelerating US hiring for a VC-backed, hyper-growth technology company. - Own all US hiring as the lead recruiter on the ground: around 30 roles, the majority technical, alongside senior leadership and executive searches. - Bring time-to-hire down from over 100 days, lift offer acceptance, and build pipelines that do not depend on inbound sourcing. - Build the US recruiting function from the ground: the process, the systems, the bar. - Earn the leadership team's confidence in hiring back, returning the founders' time. What You’ll Do - Run full-cycle, sourcing-led recruiting and build the pipelines. - Defend the bar with data and push back when a search is not scoped to win. - Work directly with founders and the executive team. - Bring an AI-native way of working: build and experiment with AI tools, design workflows that make recruiting faster, and teach others. - Own the numbers that matter: pipeline velocity, offer acceptance, and time to hire, without dropping the quality bar. - Lift the standard around you. Qualifications - Senior, principal, or founding-recruiter experience at a technology startup or scale-up in a genuine high-growth phase. - Proven experience recruiting for Engineering, Data, or Product roles within tech scale-ups or high-growth environments. - Strong understanding of technical hiring landscapes — from modern engineering stacks to data and product org design. - Executive presence and resilience; ability to push back when a search is not scoped to win. - AI fluency that goes beyond basic prompting; experience in building workflows, reports, or systems that change recruiting. - A track record of building or improving a recruiting function or system. - Comfort operating with autonomy and speed, making decisions in the moment when a hire is on the line. Nice to have - A technical educational background, such as computer science, for credible conversations with technical candidates. - Experience with a modern ATS (Ashby a plus) and interview-intelligence tools such as Metaview. This is probably not for you if - You have spent your career inside large, process-driven organisations where the systems were built for you. - This seat has no playbook waiting and no inbound to lean on; you will need to build it.

Role Description The Senior Talent Acquisition Specialist is responsible for ownership of recruitment for assigned departments, markets, and roles. The primary focus will be experienced construction management and project support professionals. - Acts as a partner to internal stakeholders and departments/markets of assigned responsibility with all talent acquisition, consultation, and other human resources-related needs. - Writes, places, and appropriately manages advertisements for open positions. - Opens requisitions for new positions as assigned by Talent Acquisition Director. - Monitors and dispositions candidates appropriately in the applicant tracking system. - Conducts new requisition intake meetings with hiring managers. - Assists with temporary staffing needs (consultants and contract employees). - Performs applicant screenings (phone, video, and/or in-person) and schedules subsequent interviews. - Interviews candidates at all stages of the process either solo or as part of a panel. - Schedules pre-employment and developmental assessments. - Develops offer letters and verbally presents to all candidates. - Sends confirmation of acceptance of offers of employment to relevant internal parties. - Performs education, reference, and employment verification. - Sends “no thank you” correspondence to all non-qualified applicants; verbally relaying this message may be required at times. - Administers hiring/onboarding process by ensuring employment eligibility, coordinating substance screening, disseminating new hire documents, and collecting appropriate forms. - Schedules and conducts orientation for new employees as required. - Provides regular status reports to Talent Acquisition Director and/or Vice President, Human Resources for open positions. - As determined by the Talent Acquisition Director, may be asked to provide total oversight or support of the college recruiting program including leading campus engagement and management of university relationships. - Fields candidate and employee questions regarding policies and benefits. - Sources and manages third-party staffing vendors. - Collaborates with the Talent Acquisition Director to provide accurate reporting data relative to recruiting activity for each open position. - Frequently leads and supports strategic initiatives and programs related to talent acquisition, development, and retention as they arise. - Maintains confidential employee records and personnel files; treats sensitive information with the utmost respect and consideration. - Travels to Company and subsidiary offices; offsite client, subcontractor, and supplier meetings; and other locations across North America to fulfill the essential duties of the role as required. - Exhibits regular and reliable attendance in person as required by the Supervisor, Company guidelines, and/or project and office obligations. Qualifications - Bachelor’s degree (B.S. or B.A.) from a four-year college or university AND five (5) years of construction recruiting experience, OR equivalent combination of education and experience. - Intermediate to advanced knowledge of the functions of construction-related roles. - Demonstrated prior success hiring candidates for traveling roles within a variety of market sectors. - Prior HRIS and ATS experience. - Advanced level computer skills are preferred. Benefits - Profit-sharing plan, cash bonus programs, and annual cost-of-living adjustments. - Generous salary increases and per diems for qualified out-of-town assignments. - Health, dental, and vision insurance eligibility on day one. - Paid parental leave. - Continuing education reimbursement. - Personalized career development and training programs. - Minimum of 29 days of PTO (including holidays) for entry-level roles. - Fitness center for St. Louis office-based team members. - Gym membership reimbursement for project-based team members. - Corporate office cafeteria access. - Employee Resource Group (ERG) opportunities. - Philanthropy opportunities.