• Engage with clients across the alternative investment industry including hedge funds, private equity firms, and family offices. • Provide expert advice regarding talent acquisition and recruitment processes. • Develop realistic and effective action plans for client needs. • Manage the entire recruitment process including sourcing, screening, and hiring candidates. • Collaborate with business unit leaders on all aspects of talent acquisition.

• In this position you are required to recruit healthcare professionals to take part in Qualitative and Quantitative projects. • Recruit and schedule respondents for interview and follow-up to confirm their attendance. • Ensuring that assignments are conducted in compliance with the ISO 20252 / 26362 standard, as represented in the Company’s Quality Manual and supporting procedures including industry guidelines (e.g.BHBIA and EphMRA) and other regulatory- and client requirements such as Adverse Event Reporting. • Being able to work on multiple assignments simultaneously and be able to organise your time to meet demanding deadlines on a regular basis. • You need to be confident in your ability to conduct discussion around complex healthcare related issues with patients and professional people across the medical spectrum including payors and key opinion leaders.

Corporate Recruiter Reserv, Inc. Remote (Atlanta, GA) About Reserv Reserv is an insurtech creating and incubating cutting-edge AI and automation technology to bring efficiency and simplicity to claims. Founded by insurtech veterans with deep experience in SaaS and digital claims, Reserv is venture-backed by Bain Capital and Altai Ventures and began operations in May 2022. We are focused on automating highly manual tasks to tackle long-standing problems in claims and set a new standard for TPAs, insurance technology providers, and adjusters alike. We have ambitious (but attainable!) goals and need people who can work in an evolving environment. If building a leading TPA and the prospect of tackling the long-standing challenges of the claims role sounds exciting, we can't wait to meet you. About the role The People Operations team owns the full talent function at Reserv: recruiting, onboarding, HR, and L&D. As Reserv scales, a growing share of our hiring targets a specific type of candidate -- ex-consultants (BCG, Bain, McKinsey and similar), lawyers, and senior client-facing professionals -- people who are not browsing job boards, require a warm and credible approach to engage, and need a compelling story about what Reserv is building to consider a move. This role exists to own that pipeline end-to-end. You will be the dedicated recruiter for corporate functions -- strategy, legal, account management, finance, People Operations, and similar roles that demand professional-services caliber talent. The work is primarily outbound -- sourcing from scratch, cold outreach on LinkedIn, cold calling -- and the bar for candidates is high. Inbound will exist but shouldn't be counted on. Turnarounds are fast and timelines are tight -- this is not a role for someone who needs a lot of runway before acting. As the team scales and capacity allows, this person may also support tech or claims hiring. If you've done this before and are good at it, this is a role where you'll have a lot of autonomy and a clear mandate. You will be an excellent fit if you have a track record of successfully recruiting passive candidates who weren't looking, and have done it in a professional services context (consulting, law, finance, or adjacent). What you'll do Sourcing and Pipeline Development: Own the sourcing strategy for corporate and operations roles from scratch -- strategy, legal, finance, account management, People Operations, and similar functions. Build candidate pipelines through targeted LinkedIn outreach, cold calling, and referral networks. Identify and approach candidates who are not actively looking, including ex-consultants, lawyers, and experienced account managers. Candidate Engagement and Qualification: Run a compelling outreach and engagement process that converts passive interest into active conversations. Conduct initial screens to assess candidates' skills, experience, and fit, and move qualified candidates through the process quickly and with minimal friction. Hiring Manager Partnership: Serve as a strategic partner to hiring managers across corporate and operations functions. Provide market intelligence on candidate availability, compensation benchmarks, and realistic timelines. Push back when requirements narrow the pool unnecessarily and drive urgency without sacrificing quality. Process and Pipeline Management: Own the ATS as the single source of truth for all active searches. Keep pipeline data clean and current, and produce reporting that gives leadership clear visibility into where searches stand and where the bottlenecks are. Offer and Close: Drive offers from recommendation to acceptance. Manage compensation discussions with candidates directly, keep the hiring manager and People Operations aligned, and close candidates with conviction. Qualifications - 3+ years of full life-cycle recruiting experience, with a meaningful portion spent filling roles in professional services or corporate functions (strategy, legal, account management, finance, or similar) - Demonstrated track record of sourcing and closing passive candidates -- people who weren't looking -- through direct outreach (LinkedIn, cold calling, referrals) - Familiarity with the professional profile of ex-management consultants, lawyers, or senior account managers: where they come from, what motivates them, how to run a credible pitch - Strong sourcing skills and comfort driving searches primarily through outbound -- inbound will exist but is not something to rely on - Excellent written and verbal communication -- your outreach messages need to actually get responses - Ability to manage multiple searches simultaneously, work independently, and operate with urgency -- turnarounds are fast and the expectation is that you thrive under that kind of pressure, not just tolerate it - Proficiency with applicant tracking systems Benefits - Generous health-insurance package with nationwide coverage, vision, & dental - 401(k) retirement plan with employer matching - Competitive PTO policy – we want our employees fresh, healthy, happy, and energized! - Generous family leave policy after 8 months of continuous work - Work from anywhere to facilitate your work life balance - Apple laptop, large second monitor, and other quality-of-life equipment you may want. Technology is something that should make your life easier, not harder! At Reserv, we value diversity in backgrounds, perspectives, and life experiences and believe that diversity in viewpoints and critical thinking drives innovation, first-principles thinking, and success. We welcome applicants from all backgrounds and encourage those from all walks of life to apply. If you believe you are a good fit for this role, we would love to hear from you!

Recruiting Manager Remote (Atlanta, GA) About Reserv Reserv is an insurtech creating and incubating cutting-edge AI and automation technology to bring efficiency and simplicity to claims. Founded by insurtech veterans with deep experience in SaaS and digital claims, Reserv is venture-backed by Bain Capital and Altai Ventures and began operations in May 2022. We are focused on automating highly manual tasks to tackle long-standing problems in claims and set a new standard for TPAs, insurance technology providers, and adjusters alike. We have ambitious (but attainable!) goals and need people who can work in an evolving environment. If building a leading TPA and the prospect of tackling the long-standing challenges of the claims role sounds exciting, we can't wait to meet you. We are looking for an experienced and strategic Recruiting Manager to lead and build out talent acquisition within our high-growth insurance organization. In this role, you will develop and execute recruitment strategies that attract top-tier talent across claims, tech, customer service, and corporate support functions. You will also shape the recruiting function itself: the team, the process, and the systems behind it. The ideal candidate has set up a recruiting department before and brings a strong track record of building, coaching, and growing high-performing recruiting teams. Who you are: - Influential: You have the ability to influence and motivate the people around you, whether stakeholders, your team, or candidates. Your influence builds alignment, trust, and action. - Respected: You earn the respect of your team. Recruiters trust your judgment and your standards because you lead by example and hold yourself to the same bar you set for them. - Growth-Oriented Leadership: You know how to coach and grow recruiters. You bring proven strategies for developing talent, upskilling your team, and creating meaningful opportunities for professional growth, fostering a culture of continuous learning. - Attentive & Hardworking: You pay attention to the details and you put in the work. You stay close to your pipeline, your team, and your hiring partners, and you follow through to get roles filled well. - Innovative & Curious: You're always exploring ways to improve processes, increase efficiency, enhance the candidate experience, and attract top talent. We value and welcome your creative ideas. - Accountable: You clearly define expectations, take full ownership of your actions and your team's outcomes, and work with integrity. You hold yourself and others responsible for delivering results. - Collaborative: You thrive in a team-first environment. You value partnership, support your peers, and believe that when one of us succeeds, we all succeed. - Organized: You simplify complex problems and communicate clearly with stakeholders to ensure objectives are understood and achieved. - Flexible: You're agile and adaptable, ready to pivot quickly in response to change and challenge without losing momentum. - Communicative: You're a proactive communicator who shares the right information before being asked, ensuring clarity, alignment, and trust. - Data-Driven: You set clear goals and identify the right metrics to track success. You use data to inform decisions, measure performance, and drive continuous improvement. What we need: - Build and Lead the Recruiting Team: Lead, develop, and grow a team of recruiters responsible for sourcing and hiring talent across all functions of the business. Set the structure, standards, and ways of working that let the team scale with the company. - Partner with Business Leaders: Collaborate closely with leaders across departments to understand hiring needs, develop tailored strategies, and address hard-to-fill roles. - Build and Maintain Talent Pipelines: Proactively source and nurture a pipeline of qualified candidates to meet current and future hiring demands. - Drive Full-Cycle Recruitment: Manage the end-to-end recruitment process, including sourcing, interviewing, candidate selection, and offer management. - Optimize Recruiting Processes: Evaluate, implement, and refine recruiting workflows to increase efficiency and deliver a strong candidate experience. - Leverage Data and Analytics: Use recruiting metrics to track performance, uncover trends, and continuously improve hiring strategies. - Ensure Compliance: Maintain full compliance with employment laws, insurance industry hiring standards, and internal company policies throughout all recruitment efforts. - Employer Brand Strategy: Design and execute strategies to elevate and promote the company's employer brand in the market. Qualifications: - Experience building or standing up a recruiting function. You have set up a recruiting department before, or built one out substantially, and you know what it takes to get from scratch to a working, scalable operation. - 8+ years of recruiting experience, including 4+ years directly managing recruiters. - A track record of coaching, developing, and growing recruiters into stronger performers. - Proficiency with applicant tracking systems (e.g., Rippling and Greenhouse). - Strong communication, stakeholder management, and organizational skills. - Comfortable operating in a fast-paced, metrics-driven environment. - Bachelor's degree in Human Resources, Business, or a related field (lack of one should not stop you from applying if you bring the experience). Preferred Skills: - Experience recruiting within the insurance industry (specifically P&C would be helpful) - Understanding of insurance-related job functions and regulatory hiring requirements, including licensed adjusters and compliance-sensitive roles. - Insurance-related education or certification (e.g., CPCU, AINS). - Familiarity with remote workforce hiring strategies. - Knowledge of talent sourcing tools (e.g., LinkedIn Recruiter, Indeed, and niche job boards). Benefits: - Generous health-insurance package with nationwide coverage, vision, & dental - 401(k) retirement plan with employer matching - Competitive PTO policy – we want our employees fresh, healthy, happy, and energized! - Generous family leave policy after 8 months of continuous work - Work from anywhere to facilitate your work life balance - Apple laptop, large second monitor, and other quality-of-life equipment you may want. Technology is something that should make your life easier, not harder! At Reserv, we value diversity in backgrounds, perspectives, and life experiences and believe that diversity in viewpoints and critical thinking drives innovation, first-principles thinking, and success. We welcome applicants from all backgrounds and encourage those from all walks of life to apply. If you believe you are a good fit for this role, we would love to hear from you!