• 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.

• Build, coach, and lead a high-performing, globally distributed talent acquisition team, including developing strong people managers • Evolve the metrics and reporting function, creating live dashboards for understanding team performance and identifying bottlenecks in the process. Use data to inform process and decision making. • Create a culture of ownership, accountability, and data-driven continuous improvement across the recruiting function, balancing speed and quality as the company scales • Build and scale a compelling employer brand, clearly articulating Fieldguide’s mission, culture, and value proposition to attract top talent in competitive markets • Partner with founders, executives, and functional leaders to forecast hiring needs and align recruiting strategy with business priorities • Translate short- and long-term company goals into clear, actionable hiring plans across teams and regions • Act as a trusted advisor to hiring managers and executives, guiding hiring decisions and tradeoffs with sound judgment and data • Collaborate closely with People Operations and Finance on headcount planning, budgeting, and compliance • Design and operate global hiring models that work across geographies, time zones, and labor markets • Ensure a consistent, inclusive, and high-quality candidate experience worldwide • Define and track meaningful recruiting metrics to assess performance, surface bottlenecks, and inform decisions • Continuously improve recruiting processes, tools, and systems to support growth and efficiency, particularly with AI • Stay current on market trends, particularly in technical, AI, and hard-to-hire talent areas

• Identify and engage senior engineering professionals across automation and manufacturing sectors • Build strong talent pipelines across mechanical, electrical and industrial engineering disciplines • Headhunt high-value passive candidates • Conduct in-depth screening calls and competency-based assessments • Manage CRM systems and ensure data accuracy • Coordinate interviews and candidate preparation • Engage professionally with US-based candidates earning $135k+ • Align working hours with US East Coast clients and candidates